Improve Performance Through Organizational Health


We believe that most people want to do great work. But things get in the way. At sr4, we work with you to remove the barriers that are preventing people from contributing at their best. 

There’s a current school of thought that says people may care about what company they join, but from that point forward, what they really care about is the team they’re on and the leader they work for. We have seen this in actual practice. 

The great cultures of our experience have typically been a composite of cohesive teams led by healthy leaders. So that’s where we focus. When we have achieved a critical mass of healthy leaders and cohesive teams, we can then work toward a shared understanding of the thriving culture that has been built from the ground up. 

But wait, there’s more: things will change. And even the most successful organizations will have to adjust. When a thriving culture shifts gears and recalibrates, it does so inclusively, honoring the fact that it was built in the first place on the strengths of its teams and its leaders at all levels, in all functions and across all geographies. That’s why inclusive change is our fourth area of focus at sr4.

Here is how we might help you improve organization-wide performance through healthier leaders, more cohesive teams, a thriving culture, and an inclusive approach to change:


We help you develop healthier leaders


Healthy leaders get the best out of themselves and the people they lead. Sometimes the following challenges can get in the way of healthy leadership:

  • Lack of self awareness

  • Ineffective communication

  • Infrequent feedback

  • Conflicting priorities

  • Poor delegation

We partner with your organization’s leaders to help them hone their strengths, mitigate their weaknesses, develop needed skills, and process the challenges they are facing. We offer:

  1. Coaching

  2. Leadership 360s

  3. New leader clarity

  4. Presentation training


We help you develop more cohesive teams.


Cohesive teams are psychologically safe, generate more innovative ideas, make more informed decisions, and perform better. It’s very common for organizations to face the following team challenges:

  • Lack of trust

  • Unhealthy conflict

  • Under utilized strengths 

  • Absence of clarity

  • Competing objectives

We partner with your teams to identify problem areas and co-create cohesive solutions that improve team dynamics for everyone involved. We offer:

  1. Leadership off-site design and facilitation

  2. Team meeting design and facilitation

  3. Conference design and facilitation

  4. Team building experiences

  5. Learning design

  6. Skill-building and training sessions on topics such as:

    • Creative problem-solving and innovation

    • Communication skills 

    • Collaboration skills 

    • DiSC

    • Healthy conflict

    • MBTI

    • Strengths Profile


We help you create a thriving culture.


Thriving cultures enable improved engagement and organizational performance. We have five beliefs about culture. Culture:

  • Drives business performance

  • Enables or inhibits strategy

  • Is everyone’s responsibility

  • Is measurable

  • Can change

If you believe that improving culture can help improve the performance of your business, we can help you with that. We offer:

  1. Denison Organizational Culture Survey

  2. Culture Kaizen consultation

  3. Diversity research and inclusion activities


We help you create an inclusive approach to change.


An inclusive approach to change helps people to embrace something new and different. We help organizations optimize their change approach by involving and including people in the process so they feel like they are part of the change versus the change happening to them. We have 7 beliefs about change:

  • Change is not easy, but you can manage it.

  • Before you can have a new beginning, you must have an ending. In between, you must give people time to transition. 

  • Change involves humans and humans have emotions – you must plan for emotional reactions.

  • The difference between the few people defining the change and the many people who must embrace it is context. 

  • The human brain has evolved to create automatic pathways or habits. It compares things that are new to things that are familiar – this comparison is why resistance occurs. 

  • Taking a multi-faceted approach to change is important – each stakeholder group will need different things at different times.

  • People have embraced what’s new and different when they are ready to teach it to others.

We help you and your team prepare for changes big and small by offering:

  1. Change narrative writing and teaching

  2. Segmented change management planning and execution

  3. Formation and facilitation of change champions

  4. Training and learning design

  5. Meeting design and facilitation


 Connect With Us

We’d love to connect with you and learn a bit more about your organization and goals.