The challenge
A country office of an international conservation organisation faced demanding deadlines and competing priorities during a leadership transition. Directors were caught in last-minute firefighting, leaving little time for strategic planning, staff development, or cross-cultural alignment. To address these challenges, the new Country Director sought to build team cohesion by aligning leadership around a shared vision, establishing clear behavioral standards, and fostering a strong culture of performance and delivery.
How we worked
CSC’s partnership with the organisation began in 2016, supporting the leadership team through key transitions. Over 2021/22, using CSC’s EAGER methodology, we combined individual coaching with bi-monthly team sessions.
To ensure confidentiality and psychological safety across this multicultural team, Veronica coached executive directors while Merlinda coached mid-level managers. Through joint leadership sessions and triad conversations, we helped leaders explore differing perspectives, establish shared behavioral standards, align on priorities, and embed learning directly into their daily collaboration and delivery.
What shifted
The organisation described a more cohesive approach across its management and leadership teams, alongside progress towards a more open and collaborative culture. It also noted substantial improvements in attitude, performance and delivery. Individual coaching contributed to the wider team work. Leaders brought their own learning and growth back into conversations about how the team could work more effectively together, helping the changes extend beyond individual insight.
What became possible
The organisation had a firmer foundation for its next stage of growth. With leaders working more cohesively across management levels, it could continue building the shared expectations, collaboration and accountability needed to perform amid competing demands and change.
Observed outcome
Individual growth. Collective leadership.
A more cohesive, open and collaborative leadership culture across management levels
Supporting context
12-month engagement
Session numbers describe activity, not quantified organisational impact.
