Common Questions:

How do you develop a board?

How does an effective board work in concert with each other? With the organization's executives?

What are the best leadership advising tips for the C-suite level? And the next level(s)?

Is it possible to build highly functioning executive teams? How?

What are the early warning signs of a person in company authority, team, or other individual in need of leadership advising and organizational development? What does those warning signs mean for the company or team? How does one intervene?

Why is conflict critical to all leadership? How?

What does a Learning and Leadership Development Department look like? How and why is it different from HR? How do they fuel one another?

What exactly is diversity?

Why do teams and companies lose good people?

What is an effective interview to consider new hires? Exit interview? What are you actually seeking?

Blog Index
The journal that this archive was targeting has been deleted. Please update your configuration.

How We Assist

Phase FIVE collaborates with leaders and leadership teams who are ready to engage with real challenges in their organizations, cultures, and society. As leaders and leadership groups address important issues, when using a Phase FIVE framework for problem solving, having proven processes and well-defined structures in place, a new kind of entity is formed: a Generative Phase FIVE Group.

Executive Leadership Advising

Executives gain a new mental model of leadership. Through this lens, they gain a far more powerful understanding of the driving forces underlying the dynamics operating within their leadership team and the organization - giving them greater capability and tools necessary to develop executive competencies in those around them, effectively meeting organizational objectives and goals. 

Leadership Team Development

Phase FIVE implements structures, methods, and processes that insure executives and teams engage with important decisions, within and across lines of authority and functional boundaries.

In the spirit of inquiry, leaders test assumptions and advocate for their perspectives to further the work of the organization.

Members increase their ability to reflect on the dynamics within the team and organization, build on each other's insights, and together co-create a shared understanding of the critical issues (and strategic possibilities) facing the organization as a whole. This leads to greater alignment, reframing problems and mission clarity, implementing new courses of action.

How? They learn to:

  • Address leadership challenges while engaging in everyday tasks, rather than taking members to off-site retreats, workshops, etc.
  • Move from an individual point of reference to a systems approach
  • Forge greater partnerships and sense of interdependence
  • Employ advanced group process methods
  • Implement effective communication and strategic thinking skills
  • Create ongoing organizational feedback loops
  • Analyzing their own behavior, individuals learn how the teams' dynamics help to create the roles each finds themselves serving
  • Establish ongoing consultative process among leaders throughout the organization

The leadership team becomes a source of learning, distributing its talents, leadership, and sense of responsibility throughout the organization.

Organizational Analysis

Employing a systems framework, Phase FIVE maps both the internal and external forces impacting the organizations’ success. Stakeholders are better able to see the big picture and appreciate diverse and sometimes competing perspectives. The result is an organization better able to envision its goals, re-infuse a sense of purpose, and create focused and implementable strategies.

Conflict is Generative

Get creative: Phase FIVE morphs conflict into your greatest asset. Instead of crafting “safe”, sterile conversation, conflict is used as data for better problem definition, as a source of creativity, and to inform the next strategic maneuver. 

The Phase FIVE approach shifts the focus from individual personalities and past histories to each member’s intrinsic value and deeply-held aspiration, leading to a shared sense of accountability and commitment. This Phase FIVE approach dispels the continual reliance on labeling or blaming individuals and personality types: groups harness the talent of each individual while igniting the group’s creativity. 


Individuals and groups possess often-missed talents and insights that remain untapped. Phase FIVE begins by employing tools & techniques that dissolve perceptions of fixed identities that impede effective work - within or outside of any given cultural boundary. The group grasps a more significant & usable understanding of diversity. Powerful partnerships and coalitions are formed.

Leadership Programs

Phase FIVE creates and implements internal Leadership and Learning departments and programs for organizations. These programs:

  • Distribute thought leadership throughout your organization and beyond
  • Collaborate within and across boundaries with other organizations, foundations, consultants, and thought leaders
  • Build and maintain relationships and partnerships throughout your organization
  • Provide focused objectives, measured outcomes, and demonstrated impact
  • Contribute to the synthesis and dissemination of key learning throughout your organization
  • Lead to greater transparency, accessibility, and effective communication