➫   It takes both skillful leadership and your entire organization working          together synergistically to imagine and sustain the kind of impact                  your company can truly make.

➫   To get there, consider fostering greater self-management,                                empowering individuals and teams, and transforming your                                organization into a place where talented people love to work and can          contribute fully from their genius.

➫   Through consulting, training, facilitation, and capacity building,                      Syntropy helps you transform the functioning of your teams and the            essence of your culture.


our culture services


Get a Rapid Snapshot of Your Organization’s Culture 

Take our culture survey to get a broad assessment of your company’s culture. Learn how your organization measures up in team orientation, adherence to core values, employee empowerment, learning and capability development, customer focus, and adapting to change. This ‘culture startup kit’  also includes next steps to address your company’s biggest areas of weaknesses and move toward fostering a healthy organizational culture. 


Grow Your Collective Leadership with The Leadership Circle Culture Survey

It’s not enough to have silos of high-performing individual leaders who don’t know how to artfully work together as a team. The true power of your leadership comes from the state of your collective leadership.

The Leadership Circle Culture Survey (LCS) provides a powerful picture of the present state of your organization’s leadership team, how it compares to an extensive database of other organizations, and the optimal leadership culture your people desire. We follow the LCS with an in-depth debrief and consulting to reveal the most potent opportunities for your leadership development and to generate enthusiastic readiness for change at the level of team and organization.


Create a Healthy Team Culture to Support Accountability and Drive Results

Many teams pay lip service to the principles of trust and collaboration, but covertly operate from a self-protective or competitive “I’m great, but you’re not” stance. True collaboration is both an art and a science built on a solid foundation of vulnerability-based trust and transparent communication. There’s nothing wishy-washy about it - this shift can be scary and challenging for many individuals.

By learning and adopting what we call Circling and Council, you’ll foster deeper vulnerability and greater trust within your teams, starting with a container of psychological safety. As this new way of communicating becomes foundational to your company’s culture, it fosters an ethos of accountability with the ability to constructively address performance gaps and close them in service of the desired outcomes.


Learn to Engage Skillfully in Difficult Conversations for Healthy Conflict

Many people tend to avoid difficult conversations for good reason – they can be uncomfortable or downright unpleasant. But this common avoidance is toxic to the quality of a team’s decision-making and the full engagement of everyone involved. On the flip side, mean-spirited confrontations or attacks dramatically erode trust and cohesiveness in a team.

We train teams to successfully navigate this fine line between avoidance and destruction by walking them through effective steps in having the difficult conversations that matter. Doing so imparts a new perspective in separating intentions from impact, creates a container of psychological safety for expressing underlying feelings, encourages active listening to learn and ultimately facilitates collective problem solving. We consistently find that teams that have undergone this training learn to successfully engage in healthy forms of conflict and have much needed difficult conversations with more empathy, clarity and accountability.



Go Beyond Being a Great Place to Work and Become a Great Place to Grow

Becoming a Deliberately Development Organization™ (DDO) is a response to the simple yet radical notion that organizations prosper best when they meet people’s deepest motives to learn and grow. This means creating a culture where everyone can move through their internal resistance to growth and everything is used as an opportunity for learning on a personal and company level.

We’ll conduct a DDO survey for your department or company, then help facilitate your transition to this new paradigm. Ongoing DDO practices include: giving and receiving honest feedback, offering encouragement, holding oneself and others accountable in growth, and revealing and celebrating any and all mistakes so everyone can learn from them.

A virtuous cycle ensues where your people are continuously reflecting on and improving themselves, which in turn feeds this learning back into the growth and development of the company. Benefits include unprecedented levels of employee engagement and productivity, plus an organization that attracts, retains, and rapidly develops the very best talent.


Embrace Greater Self-Management in Support of Robust Engagement and Purposeful Work

With an epidemic of disengagement plaguing the business world, what’s needed is a more purposeful, efficient, and enlivening way to run companies. Self-management offers this. It involves upgrading from a top-down management hierarchy rife with bottlenecks to a powerful and flexible system where distributed authority can fully harness the collective intelligence of the organization. Through consulting, training, and facilitation, we’ll help you take a first step in bringing self-management to your entire organization, or experimenting with it in a single team.

These first steps include guiding you in creating a structure of peer-based mutual commitments and training you in the principles and practice of ‘advice process’ decision-making derived from Holacracy and other successful Teal-level organizations. Your people will learn how to conduct meetings where power and decision-making naturally flow to the individual(s) with the expertise, interest, or willingness to respond most fully to a problem or opportunity for the organization. 

Some of the many results of self-management include heightened learning, faster and superior decision-making, optimally functioning teams, shorter meetings, and considerable cost-savings. The organization is now freed to use its resources more effectively in every decision and opportunity with much more empowered and fulfilled employees.