Human Synergistics
Diamond Power Index
Progress
HDBI
Conflict Coaching
I come in when teams and leaders don't work as they should, and uplift performance through pinpoint problem identification.
*Diagnostic fee is credited in full against any engagement you proceed with
Trusted By
Human Synergistics
Diamond Power Index
Progress
HDBI
Conflict Coaching
If your teams are not working together, you need an interventionist that’s honest and pragmatic. I do more than just conflict-resolution coaching for teams; my interventions are short, sharp, and sometimes brutal.
I’m the person you call when you’re tired of team-building workshops that don’t solve the problem. At SixHourFix, my method for resolving conflicts is always tailored to the conflicts instead of a general approach.
Your teams can be fixed, and I need only six hours to do it.
As someone with over 20 years in leadership, and another 20 years as a leadership advisor, I’ve seen all the possible situations that cause teams to fail. I’ve also seen teams bounce back with the right intervention that’s tailored to their issue.
My job as your consultant is to identify these issues and come up with a program to get everyone working together without conflict or baggage. I use tried and tested psychometric and sociometric tools that are grounded in data to get your teams back to a collaborative state.
If you’re done with trainers and coaches that come in for a day and leave your teams back at square one, book a diagnostic.
Clair Turner
I work with businesses, non-profits, and government organisations to solve their team conflicts. Common issues I fix include:
Teams working reactively instead of proactively, with long-term strategic work that never makes it on the agenda due to urgency-focused tasks
Teams without vision, strategic planning, or effective leadership, particularly from legacy issues or poor management skills
Team conflicts that are overt or systemic, with members being exhausted from unreasonable workload
Teams undergoing consistent, unrelenting change, such as a restructure
Confused and undermotivated teams that do not ‘buy in’ the goals agreed upon by the organisation
Teams that lack the capabilities to address long-standing issues without having the right conversations
Members with zero accountability to own their tasks and for each other
If your teams are facing these issues, an intervention is required.
Each engagement is 6 client-facing hours and structured precisely around your team’s situation. My engagements run across two to three sessions of two to three hours each. You’ll always know what I’m doing and why before I start.
Team Conflict Intervention
Team conflict doesn’t usually start as conflict. It starts as tension, possibly a difference in style, a power imbalance, a communication pattern that nobody has named. By the time it’s visible, it’s already costing you.
I identify what’s triggering it, unpack the impact with the people involved, and facilitate the conversation that needs to happen. We close with a team charter, including agreed norms, decision rights, and a clear record of what was resolved.
This intervention works when everyone in the room is acting in good faith. When they’re not, I’ll tell you at the diagnostic and recommend the right next step.
Executive Leadership Team Performance
Executive teams fail quietly. The decisions slow down, the accountability diffuses, and the team that’s supposed to be setting direction spends its energy managing internal dynamics instead.
I apply a sociometric or psychometric assessment depending on the situation (i.e. Group Styles Inventory, HBDI, or Diamond Power Index), work the data, and design a targeted intervention. We address capability gaps, power dynamics, and decision-making clarity. Always outcome-specific, never generic.
The goal is an executive team that operates with clarity about roles, power, and how decisions actually get made.
New Team Establishment
The first 90 days of a new team sets the culture for everything that follows.
I run two structured sessions that establish strategic direction, agree ways of working, lock in reporting and collaboration frameworks, and surface potential fault lines before they become problems. Grounded in proven models including Lencioni’s Five Dysfunctions and the First 90 Days framework.
My track record is achieving a 100% success rate when the applied work is completed.
Team Performance Reset
The team is underperforming. You can see it, you can feel it, but you can’t always name exactly why.
I run a Group Styles Inventory or HBDI team report to get data on how the team actually operates, not how they think they operate. We spend two sessions unpacking the findings and identifying the specific levers that will shift performance.
80% of my engagements fully resolve the presenting issue. Where culture is the real problem, I’ll tell you at the diagnostic so we can discuss the next steps.
Change, Restructure & Team Adjournment
Organisational change is constant. Government agencies, project-based teams, and scaling businesses often operate under near-continuous restructure (i.e. MOG changes, project close-outs, mergers, reorgs).
I work with teams navigating change to keep performance high through uncertainty, capture critical IP before it walks out the door, and close employment relationships in a way that’s respectful and does no harm to the individuals or the organisation’s reputation.
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