Transforming Finance Teams

through cultural transformation


  • Better understand the team’s real needs.
  • Implement the Team chartering process to include; defining roles, identifying priorities, fostering accountability, clarifying team purpose, promoting healthy conflict, and building trust.
  • Focus on customer success.
  • Instill a customer-centric mindset
  • Foster accountability


  • 30-minute team sessions
  • Leadership strategy sessions
  • 3-hour Leadership Development session based on Organizational Health assessment and alignment through Leadership strategy
  • Tailored development plan for each Sr. Leader, based on your defined goals.


Company A, a global meal kit delivery company, faced a significant challenge when it lost three senior leaders within its accounting and finance teams. This resulted in a reorganization within these teams, leading to issues such as a lack of engagement, undefined roles, misalignment with goals, absence of trust and consistency, and a lack of shared vision and customer focus. To address these challenges and create a unified culture, the Company A Finance teams needed a change to jumpstart the team and create a new way of working that would become the shared norm. The company decided to implement a team chartering process to assess the team’s needs, define roles and goals, foster accountability and trust, and develop a team culture focused on customer success.


The team completed the Team Charter, which includes team action items, a follow-up cadence, and a living document that serves as a guiding framework for the team’s direction, roles, and goals.

  1. The team leader and members developed a team development strategy for the next 6 months. This strategy included initiatives to enhance team cohesion, engagement, and performance through targeted training, skill development, and team-building activities.
  2. Customer-Focused Prioritization: Team leaders identified and prioritized jobs based on customer needs, working backward from the customer’s perspective.
  3. The team fostered a culture of peer accountability, where team members hold each other accountable for their actions, commitments, and performance. This shift from a boss-centric to a peer-centric accountability model changed the collaboration, trust, and ownership among team members.
  4. Team leaders and members gained clarity on the purpose of the team and ensured actions and decisions aligned with fulfilling this purpose. This shared understanding fostered a sense of meaning and motivation among team members.
  5. The team leaders and members learned to embrace respectful, constructive, and healthy conflict-resolution practices. This includes open communication, active listening, and finding mutually agreeable solutions, leading to improved decision-making and problem-solving within the team.
  6. Team leaders learned to foster a trusting environment by aliging on trusting behaviors. Trust became the  foundation of the team’s culture, leading to enhanced engagement, collaboration, and performance.

Are you ready to uncover solutions to the problems holding you and your organization back?