Team Alignment
Your team doesn’t need better meetings.
They don’t need a pep talk. They need to say what no one’s dared to.
The real problem.
Sure, the team’s hitting deadlines.
But the eye rolls are louder than the metrics.
Half the work is navigating tension that’s never been named.
This isn’t about dysfunction.
It’s about unspoken pressure and politeness in a headlock.
What we actually do.
We don’t tiptoe around dysfunction.
We call what’s off—before it eats the whole team alive.
Forget frameworks. You’ve got quiet quitting in a Patagonia vest.
Then we bring people together.
Not to process feelings. To reset the system.
We surface what’s been avoided. We clear what’s been dragging.
And we make space for the work to move again.
Think it’s a team problem?
The 3AM Test might show it starts with you.
Not in a guilt-trip way. In a let’s-get-honest way.
If you’re waking up anxious, leading on fumes, or doubting your own alignment—
your team’s not the only one off-track.
No BS. No psychobabble. Just a straight look at what’s actually off.
Who this is for.
This is for teams that know how to look good from the outside.
But behind the scenes? It’s fumbled handoffs, shallow yeses, and energy that dies on contact.
The roles are clear. The outcomes aren’t.
Someone’s dominating the room. Someone else stopped talking weeks ago.
Not broken. Just off enough to stall momentum.
Not dysfunctional. Just misaligned enough to start eroding trust.
If you’ve felt it, you already know.
What to expect.
We don’t “facilitate alignment.”
We drag the real stuff to the surface—so the team can stop pretending it’s fine.
Here’s how it goes down:
A pre-session with the leader to name what no one’s dared to say
Private pulse checks to catch what’s leaking between the lines
A reset session (half-day to two days) to clear the actual blockage
Follow-up strategy so it doesn’t snap back to normal
No trust falls. No frameworks.
Just sharp pressure releases and momentum that finally moves.
Why it works.
Because no one builds trust by faking it.
And no team moves well when everyone’s gripping the club too tight.
We talk to the people playing it safe or zoning out.
We get under the surface—fast—so the actual work stops getting hijacked by what no one’s addressing.
Most team work is just corporate Tylenol. It numbs. It doesn’t solve.
We go upstream.
When the friction clears, things start to move. For real.
People speak up. Decisions stop wobbling.
The team clicks—not because they were told to, but because it finally makes sense to.
We don’t chase cohesion. We clear blockages.
What shifts.
The passive-aggressive Slack messages? Gone.
The backchannel gossip? A lot quieter.
The meetings? Shorter—and not just because someone finally brought a timer.
People stop managing impressions and start speaking like adults.
Tension gets named, instead of danced around.
Decisions don’t get revisited twelve times.
The energy that was leaking out sideways gets rerouted toward actual momentum.
And just like that… it works. Not perfectly. But for real.
Not a group project with dental insurance.
Need to think it over first?
Head of People, Digital Marketing Firm
“We weren’t falling apart—but something felt off. Unlead cut through the surface and got us showing up for real. As a team. As people.”
Head of People, Global Consultancy
“The conversations we’d been avoiding for six months got named in the first two hours. It didn’t just shift the team—it recalibrated how I lead.”
If your team feels off, the answer isn’t working harder.
That’s for washing machines.