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Teamcraft™

Sprints That Move Your Teams From Friction to Traction (in 6 weeks)

Teamcraft™ Sprints to Move From Friction to Traction

Turn friction in diverse expert teams into consistent performance

…so you can focus on work instead of constantly dealing with recurring misunderstandings, underlying conflict and people issues

“The feedback we’ve got has been excellent — some participants have said that these are the topics we should have got training on already 10 years ago! And the participants, employees really felt they were actually appreciated, valued, and wanted to be heard. The feedback ratings have been exceptionally high.”

Who this is for

  • This is for you if you can see the friction in your organisation causing confusion, frustration and slower results, and you want to do something about it before it becomes a bigger problem.

  • You're seeing the signs. Pulse surveys with red flags that don't match what people say in 1:1s. Feedback that either gets avoided entirely or is given too late. Conflicts that end up on HR's desk instead of being handled by the manager. A team that is cordial on the surface but not producing the kinds of results that aligned, high-trust teams do. As a cherry on top, people are already overloaded and don’t really have time to deal with these issues properly.

  • These situations hurt team performance. Fixing it doesn't require awareness, it needs something that changes behaviour.

Teamcraft Sprints are built for managers of teams who are:

  • International and diverse in composition: different cultures, communication and working styles, and professional backgrounds in the same team
  • Hybrid or distributed: teams that can't rely on physical proximity to build trust and bridge the gaps between them
  • Led by capable and motivated managers who are ready to go beyond awareness to build the practical skills that new and growing complexity demands
  • Fast paced: Operating in organisations where the pace of change (in tools, in team composition, or ways of working) is faster than the leadership support available

For the managers you're investing in: they're capable and motivated and with the right tools, they become the leaders who handle complexity confidently, build trust across differences, and bring their teams forward. That's what frees you to focus on the people strategy that actually moves the organisation.

After the Teamcraft™ Sprint

Issues resolved at the manager level, not yours.

Difficult conversations happen earlier and closer to the source, so fewer situations escalate to HR. You get: a measurable drop in people issues landing on your desk, and managers who are more capable of handling complex situations instead of routing it upward.

Performance conversations that actually move performance.

Feedback is given early, received well, and acted on – instead of saved up for review cycles or avoided entirely. You get: faster course-correction, less underperformance dragging on, and review conversations that confirm rather than surprise.

Diverse teams that outperform, not underperform.

Cultural, linguistic, and generational differences become a source of better thinking rather than friction that slows everything down – and trust gets built deliberately, even across hybrid and distributed teams. You get: the performance you hired for in the first place with diverse skills and talent, plus teams that recover faster and stay engaged under pressure.

Less rework, fewer “I thought we agreed”.

Roles, expectations, and ways of working are made explicit so teams stop litigating the same decisions. You get: faster execution, cleaner handoffs, and time back for the work that actually matters.

Managers who can actually lead, not just deliver.

The people you promoted for their expertise gain the leadership capability the role requires – communication, conflict resolution, alignment, trust. You get: stronger management bench, less turnover in critical roles, and leadership pipeline you can rely on.

94%
of participants plan to apply what they learn at work.
90%
rate the balance of content and discussion as just right.
92%
rate sessions as very good or excellent.

Consistent across participant feedback on Inklusiiv learning services, 2022–2026.

What changes in practice

From Friction to Traction™

We start with understanding the root causes.

The first week of every Sprint is a working session that maps what is actually getting in the way for your team. We do this for two reasons.

  • The first is practical: the output tells us which tools the second workshop should focus on. It might be alignment and ways of working, understanding differences, or navigating different cultures. Most teams could use all three, but the root cause analysis tells us which one to start with.
  • The second reason matters more: Managers leave the first week feeling heard, having listened to their peers describe similar situations, and with the beginning of a shared language for what has been going on. That ownership is the foundation behaviour change is built on.

Six weeks is the middle ground that works.

Six weeks is long enough for new practices to be tried, adjusted, and tried again. It’s also short enough to actually finish, with a clear start, a clear end, and visible progress in between. The format fits alongside everyday work: one afternoon for a workshop, fifteen minutes in a team meeting, a 1:1 used for reflection. The structure is provided, so managers can focus on the work.



A Sprint is a co-created experience.

The tools we introduce are tried and tested: Cultural Intelligence, Fearless Organisation research, and our own approaches refined across 300+ teams and 7,000+ managers. What changes between Sprints is what they're applied to: your team's situations, your organisation's culture, the examples managers bring into the room.



What the six weeks look like

One root cause analysis. Two skills workshops. Practice and team conversations in between, structured for your managers - no homework left for them to invent. One wrap-up with your contact person to review what changed and decide what's next.

Week 1 — Root Cause Analysis Workshop (2h)

A live working session where we map what is actually getting in the way. Built on a structured diagnostic process: pre-work with your contact person, input from the managers themselves, and a session to surface the real friction underneath the surface symptoms. It influences the kinds of examples we focus on in the workshops, and the focus of one of them.

Weeks 2–3 — Skills workshop 1: Constructive conversations

(live session in week 2, practice in week 3)

A workshop on difficult conversations, feedback and learning to name things before they become patterns. The tools are universal, and what makes them stick is applying them to the real situations the diagnosis surfaced in your team.

Between sessions, managers work with the tools introduced in the workshop, applied to real situations in their own teams. We provide the structure: reflection prompts for managers, plus light exercises they can run with their teams. Light enough to fit into a busy week. Specific enough to bring something useful back to the next session.



Weeks 4–5 — Skills workshop 2

(live session in week 4, practice in week 5)

The focus of this workshop is decided after Week 1, based on what the diagnosis surfaced for your team, typically centering on how differences show up at work, how to navigate cultural and linguistic gaps, or how to create better alignment through explicit expectations. Same structure as Workshop 1: a live working session, practical tools, reflection prompts, and a week to apply it before the Sprint closes.

Week 6 — Wrap-up

A closing conversation with your main contact to review what shifted, what worked, what didn't, and what your managers should do next. The purpose is to make sure the practices the team picked up actually stick after the sprint ends.



Why we built the Teamcraft Sprint

Our early work in Diversity and Inclusion gave us roots in understanding how people collaborate across differences. We’ve been running feedback and leadership development sessions that pair diagnostics with practical solutions for years. It has always been the same work: helping leaders and teams navigate different cultures, communication styles, unspoken expectations, ways of giving feedback, and ways of handling disagreement in day-to-day work.

What has changed is the pace: AI adoption, hybrid teams, and faster organisational change are making this complexity harder to ignore and clients stopped asking "why does this matter" and started asking "what do I actually do about this on Monday morning." So true to how we work we went and asked the people facing these situations directly. We interviewed managers across organisations and industries to understand where the friction was actually showing up now. The structure and themes in the Sprint came from that research, layered on top of years of delivering this work.

We built the Sprint in the format we did because the alternatives don't work. A half-day workshop produces insight that is forgotten in two weeks. A long programme rarely happens - organisations cannot commit the time, and the content does not connect well enough to day-to-day work. Six weeks is the middle path. Not a day out of the office, but a process that travels back into the team.

What you get

The total value of these services is 14,000€, your Sprint price is 10,000€

  • 3x 2h live online workshops with practical tools learned in each one
  • Root cause analysis: a pre-Sprint call with your contact person to scope the root cause analysis, plus a sync after Week 1 to align on the Workshop 2 direction
  • Between-session structure and materials: reflection prompts for managers, plus light exercises they can run with their teams in fifteen minutes of a team meeting or a 1:1
  • Full sprint coordination and logistics, with no administrative burden on your side
  • Participant-facing materials: invitation copy, a kickoff message, weekly reminders, and short feedback forms after each workshop, ready to send so you don't have to build them yourself
  • A shared community channel throughout the Sprint so questions don't have to wait for the next session
  • Week 6 wrap-up with your main contact to review what worked, what didn't, and what comes next
  • Before and after measurement tied to your team's real situation, so you know what changed

For everyone:

  • A dedicated space to continue the conversation between sessions with colleagues going through the sprint, and direct access to the facilitator for questions that can't wait until the next session
  • Short video resources for each theme to revisit between sessions and after the sprint ends
  • A post-sprint resource pack with all tools and materials from the programme in one place
  • Alumni access: participants who complete the sprint get preferential rates on future From Friction to Traction programmes

For early movers:

  • Book the call within 2 days and get a free workshop

Pricing + 90-day guarantee

€10,000 €5,000

for a group of up to 10 managers (€500 per person).

Early bird rate. Doors close 8 June.

€15,000 €7,500

for a group of up to 20 managers (€375 per person).

Early bird rate. Doors close 8 June.

The 90-Day Confident Leadership Guarantee

We are confident this works because we have seen it work across 300+ teams and 7,000+ managers in 40+ countries. But we also know that results require engagement, and we take that seriously from both sides.

At the end of the sprint and again at the 90-day mark, participants complete a short confidence reflection. If the results show no meaningful improvement in how managers are leading collaboration in their everyday work, tell us.

We will either:

Adjust: a dedicated session to understand what didn't work and how to move forward in a way that does for your specific context.

Or refund: because we would rather do right by you than take your money for something that didn't deliver.

Questions we hear often

Is this just another diversity or feedback training?

No, and if you've sat through awareness sessions or feedback sandwich workshops, you'll feel the difference immediately. This is not about concepts or good intentions. It's about building the practical skills to handle what's actually happening in your teams, starting from session one. Including learning why most feedback conversations fail and what to do instead.





We've tried workshops before and nothing stuck. Why would this be different?

Because a one-off session can create insight but rarely changes behaviour. The sprint runs over 6 weeks with weekly sessions, between-session practice connected to real work, and peer accountability from colleagues in the same organisation. The tools are designed to be used the next day, not filed away.

How much time does this require from our managers?

Two hours for each live workshop, plus a short between-session exercise that connects directly to their actual work. Three workshops over six weeks. We designed it to fit alongside a busy week, not compete with it.



What if not everyone participates equally?

The between-session exercises are designed to deliver insight even if not every participant completes them. The live sessions are facilitated to work with wherever people are no one gets left behind or called out.

Do we need to do a Root Cause Analysis first?

Not required, but recommended if there is visible friction or a specific trigger event. The pre-sprint onboarding call helps us understand your context and ensures the content lands relevantly without requiring a full diagnostic upfront.

Is this only for companies with a DEI agenda?

No. The challenges this sprint addresses (communication across difference, effective feedback, friction that never gets named) show up in every organisation where people with different backgrounds, styles, and expectations work together. That's most organisations today. We focus on providing managers with tools that help teams excel, not providing terminology to have conversations.

Still on the fence?

"We've invested in this before and it didn't change behaviour, if anything it seemed to increase resistance."

We hear this a lot and it can be true, not because the organisation didn't try, but because the intervention didn't start from what was actually getting in the way. A training that doesn't match the root cause will always feel like a nice day out of the office, or a distraction in the middle of a packed work week. The sprint starts with your context, not a generic solution.



"I'm not sure I can get budget approval for this."

At €10,000 for a group of up to 10 managers, that's €1,000 per person for a 6 week programme that changes how they lead every day. Compare that to the cost of one unresolved conflict, one avoidable resignation, or one more quarter of a team performing below its potential.



"What if my managers resist it?"

Resistance usually comes from expecting another awareness session. From session one this feels different, it's grounded in their real situations, not hypothetical scenarios. Most resistance dissolves quickly when people realise they're working on something that actually helps them do their job and that it’s a skill that they can carry for their entire career, not just their current role.







“What if my managers resist it?”

Resistance usually comes from expecting another awareness session. From session one this feels different: grounded in real situations, not hypothetical scenarios. Most resistance dissolves once people realise they’re learning a skill they’ll use for their whole career, not just their current role.

You've read this far. You recognise something here.

The next step is simple: let’s book a call to tell you how this would look for your team