Team development · Powered by Hogan Assessments

High-performance
team development.

A structured, research-backed engagement that diagnoses team dynamics, closes performance gaps, and builds the self-awareness that sustains growth.

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50%

of teams underperform relative to their potential

2×

more productive — teams with high psychological safety vs. low

30%

improvement linked to structured development and debrief

How it works

Three sequenced components. One development arc.

Each component builds on the last. Individual insight creates the foundation. The group workshop converts that insight into shared understanding. Follow-up sessions turn understanding into lasting behavior change — not a one-time event.

① Individual debrief

Personal foundation

60 min per person

A private, facilitated review of each team member's Hogan results — strengths, derailers under stress, and core values. Builds the self-awareness that makes group work land and stick.

② Group workshop

Shared team understanding

3-hour team session

The team explores its collective Hogan profile, assesses current-state vs. ideal, and leaves with documented goals, an accountable champion for each, and a clear 30-day milestone.

③ Follow-up sessions

Sustained behavior change

2 × 60 min, one month apart

Structured check-ins to review commitments, troubleshoot obstacles, and recalibrate. The step that separates a one-time event from a real development arc with built-in momentum.

Engagement options

Three investment levels — each building on the last.

Start where your team is. Scale as readiness and need grow.

Option 1

Individual Hogan Debriefs — self-awareness first. The essential foundation.

Includes
  • One-on-one facilitated debrief per team member (60–90 min)
  • HPI, HDS, and MVPI — strengths, derailers, and values
  • Personal development summary with key themes and action focus areas
Outcome: Each team member leaves with a clear understanding of how they're wired and a focused development priority.

Best for: Teams beginning their development journey, or leaders seeking individual insight before group work

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Most popular
Option 2

Individual Debriefs + Group Workshop — from self-awareness to shared team understanding.

Everything in Option 1, plus
  • Full-team 3-hour workshop grounded in high-performance research
  • Team explores its collective Hogan profile — roles, derailers, and culture
  • Facilitated current-state assessment surfaces the performance gap
  • Team leaves with documented goals, champions, and a 30-day milestone
Outcome: The team moves from individual insight to collective action with a shared language and a concrete plan.

Best for: Teams ready to move from individual insight to collective action, and leaders investing in team performance as a strategic priority

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Option 3

Full Development Arc — sustained behavior change, not a one-time event.

Everything in Options 1 + 2, plus
  • Two structured 60-min follow-up sessions, one month apart
  • Progress reviewed against team goals using a Performance Scorecard
  • 3–4 month development arc with built-in measurement and momentum
Outcome: Measurable, sustained performance improvement — not just a team that had a good workshop.

Best for: Teams and leaders committed to measurable, sustained performance improvement

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In their words

What teams and leaders say about this work.

These are the moments that matter — when a team or a leader walks away with something they can actually use, and carries it forward.

Thank you for leading such impactful sessions during our leadership offsite. There were countless valuable takeaways, but what stood out most was your exceptional presence and delivery.

— Product Leader, Amazon Grocery

A huge shout-out and thank you for delivering three impactful workshops over two days during our Advanced Leadership Bootcamp. Your facilitation was engaging, insightful, and instrumental to the success of the event.

— Category Manager, Amazon

Thank you for guiding us through such insightful discussions about elevating our management skills. These conversations helped broaden my perspective and helped me better understand how to serve my team effectively.

— Senior Manager, Commercialization, Amazon

Frequently asked questions

Everything you need to know before getting started.

The questions below cover the most common things leaders and HR partners want to understand before bringing this work into their organization. If something isn't answered here, the strategy call is the right next step.

About the approach
Behavioral science-based leadership development uses validated psychological assessments — rather than self-reported surveys or observation alone — to identify the underlying patterns that shape how leaders think, make decisions, and respond under pressure. At Trellis, this means using the Hogan Assessment framework, trusted by 75% of Fortune 500 companies with decades of predictive validity research behind it. The result is development grounded in data, not instinct.
Hogan Assessments are the gold standard in personality-based leadership prediction. Unlike many tools, Hogan measures personality from the outside in — how others experience you, not how you see yourself. The three core assessments cover bright-side strengths (performance at your best), derailers under pressure (patterns that emerge under stress), and core values and motivators (what drives your decisions). Together they create an unusually complete picture of how a leader operates.
This is one of the most common concerns. The Hogan framework is not about labeling people or identifying weaknesses. It's about building strategic self-awareness — understanding the patterns that shape your leadership so you can work with them intentionally. In practice, most leaders find the debrief process validating. They recognize themselves in the data and leave with clarity about why certain situations have felt harder than others. The framing is always developmental, never evaluative.
Most leadership training delivers content — frameworks, models, best practices. Trellis starts somewhere different: with a precise understanding of how a specific leader or team is actually wired to operate. The development work is tailored to the patterns genuinely shaping behavior, not a generic curriculum applied broadly. The goal isn't to add something new — it's to surface what's already driving behavior and work with it intentionally.
About team development
Individual coaching focuses on a single leader's patterns and development. Team work adds a layer: it examines how a group's collective personality profile shapes decision-making, conflict, and execution. Teams often have shared blind spots — patterns that feel normal inside the team but are limiting performance from the outside. This work surfaces those dynamics and gives the team a shared language and framework to address them.
The engagement works well for teams of 5 to 15 people. Smaller teams benefit from the depth of individual debriefs feeding directly into group work. Larger teams can be accommodated with adjusted facilitation structures. The most impactful results come with intact leadership teams where members have regular, high-stakes interdependencies.
A standalone workshop creates awareness — and that's a meaningful first step. But lasting behavior change requires practice, reflection, and accountability over time. Research shows structured debrief and follow-through processes improve team effectiveness by approximately 30% compared to one-time events. That's why Option 3 includes two structured follow-up sessions spaced a month apart — the step that separates a good workshop from a real development arc.
Common triggers include: decisions that get revisited rather than executed, feedback that stays polished rather than direct, tension that goes unspoken and slows progress, leaders getting pulled into too many operational loops, and new team formation after a reorganization or leadership change. If your team is capable but not operating at the level you know it can, this work is designed to identify and address the patterns getting in the way.
Working with Trellis
Yes. While Trellis has deep experience with technology companies and high-growth organizations, the underlying methodology is sector-agnostic. The patterns that shape how leaders operate under pressure are consistent across industries. What changes is the specific business context — and that's always incorporated into how the work is framed and applied.
Confidentiality is foundational to this work. Individual assessment results and coaching conversations are private between Trellis and the participating leader unless the leader explicitly chooses to share them. In stakeholder interview and reporting processes, feedback is always synthesized and anonymized — no individual comment is attributed to a specific person. This structure is discussed explicitly at the outset of every engagement.
The first conversation is a 30-minute strategy call — no pitch, no pressure. The goal is to understand the specific context you're working with: what's happening with your team, what you've tried, and what a meaningful outcome would look like. From there, we'll discuss which engagement level makes sense. Most engagements begin within two to four weeks of that initial conversation.

Not sure where to start?
Start with a conversation.

Most teams begin with a 30-minute strategy call. We'll help you assess where your team is, what the moment calls for, and which engagement level makes the most sense — before any commitment is made.

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Most engagements begin within two to four weeks of the initial conversation.