How ReachLX Helped Align a Senior Leadership Team  

(Client name withheld for confidentiality.)

The Situation

XYZ is a large organisation with over 200 staff and several divisions led by a Senior Leadership Team (SLT). We were originally brought in to improve internal communication across the wider business with things like team updates, cross-division communication, engagement initiatives and internal newsletters.

As we worked alongside the CEO and the wider team, trust grew. And during this process, the CEO opened up about a deeper concern: His SLT weren’t aligned with each other or with the future direction of the company.

• Communication between divisions had dropped

• Familiarity had crept in at the top

• Accountability was slipping

• Friction was increasing

• Culture was starting to feel the strain

The company was still performing well, fact the top of the market, but the CEO could see what was coming if the leadership team didn’t get back on the same page.

This about communication at the leadership level.

What We Did

The issue was deeper than surface-level communication and we knew the SLT needed a tool that would help them understand themselves and each other in a clear, non-emotional, data-driven way. ReachLX was the perfect fit.

1. Individual Leadership Profiles

Each SLT member completed their ReachLX profile giving them insight into:

• How they naturally communicate

• How they lead

• How they react under pressure

• What motivates them

• Where misunderstandings and friction were coming from

For many leaders, it was the first time they’d seen their communication and leadership style mapped so clearly.

2. The Synergy Session — A Turning Point

We then brought the full leadership team together for a Synergy Session. With everyone’s profiles on the table, we could visually show:

• How the leadership team was balanced

• Where communication gaps existed

• Where personalities were clashing

• Where opportunities for collaboration were hiding

• How each leader could adapt to work better with others

It was an honest, in-person session with both laughter and some emotional moments, as leaders realised how their styles were impacting colleagues.

Real comments included:

“Now I understand why my colleague acts this way.”
“I honestly didn’t realise I was making you feel like that — I’m sorry.”
“I learned so much. A lot of things suddenly make sense now.”
“Can I use this with my family? It would help them too.”

This session began to rebuild connection.

3. Rolling It Out to Their Teams

Once the SLT had processed their insights, we replicated the process across their departments.

This created:

• Better communication across divisions

• More empathy between team members

• Less blame, more ownership

• A more unified culture

• Clearer expectations and collaboration rhythms

ReachLX worked especially well because it’s not emotional, it’s factual, data-driven and AI-enhanced.

The Results

The impact across the organisation was clear:

• The SLT became aligned again

• Communication between divisions improved

• Tension dropped; collaboration increased

• Culture strengthened

• Leaders reported more clarity and confidence

• Teams felt a noticeable difference in how leadership communicated

• The CEO gained an aligned team ready to drive the next stage of growth

This process gave good leaders the tools to understand each other better and get back to operating as a united leadership group.