Turn competing perspectives into coordinated action.
STRATEGIC ALIGNMENT & FACILITATION
50+
Executive teams facilitated
in 12+ industries
We manage the preparation, structure and meeting process so the entire team can focus on the decisions and results that matter.
de Lisser Leadership Consulting (dLC) helps leadership teams clarify priorities, make sound decisions and build the shared commitment required to move strategy, change and critical initiatives forward.
Focused on Results
Concentrates leaders on the priorities and decisions that matter most
Inclusive Decision-Making
Brings the perspectives needed to strengthen the decision and its support
Executable Plans
Ends with clear commitments, ownership and next steps
ALIGNMENT THAT IMPROVES EXECUTION
Create the clarity and commitment leaders need to move priorities forward together.
Agreement in the room is not enough if people leave with different interpretations of what happens next.
Effective facilitation helps leaders contribute their best thinking, work through competing perspectives and build genuine commitment to a direction they helped shape.
We connect the conversation to execution—clarifying the choices made, who will do what, how progress will be measured and what leaders need to communicate to the people responsible for making it happen.
WHEN STRATEGIC FACILITATION CAN HELP
Start with the decision, priority or change that must move forward.
01 Too many priorities are competing for attention
Help leaders identify what matters most, make the necessary tradeoffs and focus people and resources on the work that will create the greatest value.
04 An important decision requires candid discussion
Create the conditions for leaders to surface concerns, test alternatives and reach a clear decision they can support and carry forward.
02 The strategy is clear, but execution is falling short
Translate strategic direction into shared expectations, coordinated actions and accountability across the leaders responsible for delivery.
05 Significant change needs stronger leadership alignment
Build a shared understanding of what is changing, what leaders must do differently and how they will engage people through uncertainty.
03 Functions are solving the same challenge differently
Bring the right perspectives together, resolve competing assumptions and create an approach leaders can execute across boundaries.
06 A merger or integration is creating friction
Help leaders address cultural and relationship barriers, align expectations and establish practical ways of working across the combined organization.
HOW WE MOVE FROM INSIGHT TO EXECUTION
We manage the process so leaders can focus on results.
01 · Define the outcome and critical decisions
Clarify what leaders must accomplish, decide or align around—and what successful execution needs to produce.
02 · Capture the team’s thinking before the meeting
Use focused prework to gather perspectives from across the executive team, then synthesize the priorities, ideas and concerns into a decision-ready summary.
03 · Focus the meeting on choices and tradeoffs
Begin with the team’s collective input already visible, so leaders can test assumptions, resolve differences and use their time to make the decisions that matter.
04 · Build shared ownership of the direction
Give leaders a meaningful voice in shaping the path forward, creating stronger commitment than a direction presented to them after the fact.
05 · Convert decisions into execution
Establish priorities, ownership, actions, measures and communication so the organization can act on the decisions and sustain momentum.
BUILT AROUND WHAT MUST MOVE FORWARD
Facilitation matched to the business outcome—not a standard agenda.
Annual strategic planning
Turn the executive team’s collective thinking into a focused set of annual priorities, clear plans and shared accountability for results.
Executive decisions and working sessions
Structure consequential conversations so the CEO can contribute fully as a participant while the process produces sound decisions and clear commitments.
Mission, vision and values
Create or refine the language that defines the organization’s direction, purpose and expectations—and build leadership ownership of what it means in practice.
Change and integration alignment
Address cultural, communication and relationship challenges while establishing the leadership actions and shared expectations needed to move change forward
New-leader team alignment
Help a new leader hear the team’s perspectives, build trust and engage leaders in shaping a future they will be committed to creating together.
Cross-functional alignment
Resolve competing assumptions, improve collaboration and create shared accountability for outcomes that span organizational boundaries.
Michael and Joy de Lisser personally design and facilitate the work. Their combined experience in leadership, communication, organizational development, operations and large-scale change helps teams address the human dynamics that often determine whether sound strategy becomes effective execution.
The result is more than alignment in principle: leaders leave prepared to communicate the direction, coordinate their actions and move the organization’s priorities forward.
SENIOR FACILITATION. PRACTICAL EXECUTION.