Team Development
For leadership and intact teams underperforming the talent in the room.
The Pattern
Your leadership team gets in a room, and everyone agrees.
Then the real conversation happens in the carpark, in DMs, in a call one of them makes to another afterwards.
The decision you all signed off on hasn't moved weeks later, and nobody can quite say why.
Talented individuals, operating as a group, but not yet a team.
In my experience, one issue causes more damage than any other: third-party conversations.
Someone has a problem with a colleague's behaviour, a decision, or a way of working, and they talk to everyone about it except the person it's actually about.
It feels safer in the moment, but it's corrosive over time. Trust erodes quietly, resentment builds without anyone knowing it's there to address, and the one conversation that would have resolved it in five minutes never happens.
If I fix nothing else with a team, fixing this changes everything else downstream.
This is who I work with:
Leadership teams where decisions are made in the room and unravel outside it
Teams running on third-party conversations instead of direct ones, the single biggest driver of dysfunction I see
Departments and functions operating in silos, protecting their own patch instead of pulling toward one goal
Executive teams that don't realise they are a team, and have lost the trust of the teams reporting into them as a result
Groups with no shared purpose, or teams that don't actually know each other beyond the surface
Intact teams within a larger organisation, not just C-suite groups
What Changes
A team that trusts each other enough to have the hard conversations directly, not about each other, but with each other
Silos come down, because everyone is finally pulling toward the same goal instead of protecting their own
An executive team that operates visibly as one, and rebuilds the trust of the teams watching them from below
Decisions that stick, because they were made with genuine buy-in
A team performing to the level its talent actually deserves
What This Looks Like in Practice
A leadership team that had stopped functioning as one
An executive group had been meeting for years, but every member ran their own function as its own silo, budgets contested rather than aligned, decisions made in the room and re-litigated outside it.
Underneath it, nobody had noticed the teams below them had stopped trusting leadership to actually be aligned.
Within one engagement, the pattern of third-party conversations was named directly, and for the first time, disagreements started happening between the people who actually had them, not around them.
Execution sped up because decisions stopped being re-fought after the meeting ended.
A team carrying tension nobody would name
Two senior members of a team had an unresolved conflict everyone else could feel but nobody addressed directly, it showed up as friction in unrelated meetings, alliances quietly forming, energy going into managing the tension instead of the work.
Once the real conversation finally happened, in the room, with both people present, the shift was immediate, not because the disagreement vanished, but because it stopped being something everyone else had to navigate around.
What the Organisation Sees
Faster execution, initiatives stop stalling on decisions that were never really settled in the first place
Trust rebuilding downward, teams reporting into a leadership group that's visibly aligned start believing what leadership says, instead of reading between the lines
Fewer decisions revisited, less time and energy spent re-fighting things that should have stayed resolved
A culture shift that outlasts the engagement, because the team, not an external process, is now holding itself to the standard
How It Works
Every engagement starts with a briefing with the leader and design time to understand what the team actually needs, not a generic program dropped in from outside.
From there, the work is built to the level of commitment the team can genuinely give, from a single focused day through to a full year of sustained change.
Briefing → Design → Delivery
Three Ways to Work Together
Team Reset Day
For a team that needs a real conversation, not another meeting.
A single, high-impact facilitated day, enough to surface what's actually going on and leave with a clear plan.
Includes:
Pre-work team psychometric/diagnostic for all members
A pre-day conversation with the leader
An 8-hour facilitated day
An agreed action plan and team behaviours
A post-day summary with recommended next steps
Team Intensive Series
For a team ready to build something that lasts beyond one day.
An offsite plus structured workshops over six months, spaced to embed the shift rather than spike and fade.
Includes:
Everything in the Reset Day, plus:
1:1 interviews with each team member
A facilitated offsite session
Two further workshops, on shared purpose and values, then ways of working
A follow-up workshop roughly 90 days later to review and embed
A team charter document the group holds itself to
Leader touchpoints between sessions
12-Month Flagship
For a leadership team ready for genuine, sustained culture change.
A full year of facilitated work and accountability, the depth that real culture change actually requires.
Includes:
Everything in the Intensive Series, plus:
A full diagnostic suite at baseline, including 360 input
An offsite as the intensive kickoff
Ongoing facilitated sessions across the year
Structured accountability between every session
A living team charter, revisited and updated through the year
1:1 coaching for the team leader
Mid- and end-point re-measurement against baseline
An end-of-year outcomes report to the sponsor
What Stays Confidential
What's said in the room stays in the room. Team members need to trust that surfacing a real issue won't be relayed back verbatim to leadership above them. What the sponsor sees is the pattern and the progress, not a transcript. That boundary is set before the work begins.
Why It Holds
The biggest failure in team offsites is that the energy peaks in the room and evaporates by Monday. Every tier here is built with something that carries past the last session, an agreed team charter, structured accountability, and a follow-up point to lock in what's changed, so the shift outlasts the offsite high.
Delivered By
Facilitation is delivered personally by Evan Spargo, a Master Certified Coach (ICF) and former international athlete and team captain, who has led teams to results that didn't exist before he got there.
Based on the Gold Coast, with a presence in Melbourne, working with performance-driven organisations across Australia and Asia.
3000+ hours coaching leaders and teams across tech, financial services, engineering, education and sport. MCC (ICF) top 3% of coaches worldwide.
What Clients Are Saying
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Helped me understand my team.
"I would definitely recommend Evan's services to friends, colleagues and even family. I engaged with Evan at a later date to help me better understand my team at work, his input was very insightful and helpful to me better understanding how each individual operates. I would strongly recommend this to any business leader. “If you want different results than what you’re getting, you have to try different approaches."
Martin Cerantonio, VP & CEO
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A must-do for any team.
“I wanted to bring a program to my local footy club that would help connect us as a team and to ourselves, to show the boys they mean more than a magnet on a board. Evan was amazing. The way he was vulnerable throughout the session, and his ability to create a safe space, was impactful. Running us through tools and exercises that go beyond the football field kept everyone engaged and present.
I've already noticed the impact on the energy around the club, the doors it's opened for connection, and the passion it's put in me personally going forward. A must-do for any team looking to connect on a deeper level.”
Jack Elliot, Anglesea football Club
Let's talk about what's happening in your team.
Let's Talk
Whether it's your organisation, your team, or yourself, I'd love to hear where you're at. Fill in a few details below and I'll get back to you.