Who it is for
Business owners, executives, and leaders whose teams keep running into relational friction they have run out of ways to fix.
You've tried the one-on-ones. You've moved the reporting lines. You've had the honest conversation more than once.
The tension always comes back, because the thing causing it has never been named.
The friction
The friction you can't name has a name: relational drag.
Most owners and executives we sit with describe some version of the same week: two capable people who grind against each other, a decision that keeps coming back, and the quiet sense that fixing it is supposed to be their job.
It usually isn't a character problem, and it usually isn't fixed one conversation at a time. It's that nobody at the table has language for what is actually happening between them. That missing language is what creates relational drag. Give a team the language, and drag gives way to relational flow: people who understand how each other works, decisions that land, and energy that goes into the work instead of the friction.
From drag to flow
Flow is a flywheel.
Relational drag is what happens when the cycle stalls. Good communication builds stronger relationships. Relationships create alignment. Alignment serves better execution, and execution grows the team's capacity to take on more together.
Each turn makes the next one easier. That is relational flow, and it is what the cohort puts in motion.
The GiANT Flywheel
What makes it different
We work underneath the model.
The same people, the same room.
Most leadership programs hand your team a model and send them home. This one keeps the same seven or eight people at the same table, once a month for six months, and works underneath the model: what your people believe about each other, what they feel and don't say, and what they intend when they choose.
Belief changes behavior for good.
A framework can change behavior for a quarter. What people believe changes it for good. That is why the work reaches the mind, the emotion, and the will, and not only the habits on the surface.
“Teams don't get healthy by fixing one person at the top. They get healthy together, in the room, at the same table.”
Your team already has access to every leadership model ever written. What it doesn't have is a room where the true thing gets said out loud, with someone there to hold what happens next. That is the whole job, and it is done in person.
The six sessions
One a month, same table, start to finish.
The program uses GiANT's 5 Voices as a signpost rather than a label, helping each person see how they show up. A comprehensive Team Performance Assessment, taken at the beginning, at three months, and at six months, shows how far the team has come.
1
Discovering your leadership voice
Your unique voice, and how it helps or hurts the team.
2
The power of your voice
Your voice at its best or worst, and how to harness it.
3
Relational dynamics
Learn to trust, support, and challenge for a healthy team.
4
The art of collaboration
Communicate intent, listen deeply, and liberate every voice.
5
Optimizing team performance
Healthier people, sharper focus, one shared direction.
6
Team performance kryptonite
Name what drains the team, then fix it and celebrate.
Your guide
Brian Schutt
Brian's own primary Voice is Nurturer, the quietest of the five. It is usually why the quiet people at the table start talking. The rest of his voice order is Creative / Connector / Guardian / Pioneer.
Before this work he spent twenty-six years at Intel, where his full-time leadership coaching role reduced middle- and senior-manager attrition.
Read more about Brian and CindyWhat leaders say
“As a team, we’ve always seen ourselves as both highly relational and effective communicators. But Brian led us deeper. He helped us discover new pathways of communication that revealed much room for us to grow together. Whether it’s for personal coaching or for your whole team, I cannot more highly recommend Brian.”
Evan Wickham
Lead Pastor, Park Hill Church
Who it is not for
This isn't for every senior leader. If you would rather send your team than sit at the table with them, the cohort won't do what it does. The room changes when you are in it.
And if your people cannot yet be honest in front of their peers, a cohort is the wrong first step. We will tell you plainly when that is what we see, and suggest a more effective first step.
Budget and specs
One table. Six months. A clear investment.
Built for the whole table, not just the top seat. Bring current leaders and the rising ones you're investing in. Your organization is only as healthy as the leaders inside it.
$2,500
per month, per table
A table holds seven or eight leaders, between $310 and $360 per leader per month.
6 months
January through June 2027
Live and local in San Diego, one session a month.
1 table
per organization
The cohort holds up to 10 tables in San Diego. Seats belong to your organization.
Your next step
See your own result before you decide anything.
Three steps, in this order. No pressure and no pitch.
1
Take the 5 Voices assessment
Free, about 15 minutes.
2
Sit down for thirty minutes
We look at your team together and decide who belongs at the table.
3
Reserve your table
For the January 2027 cohort.