When weak accountability and guarded communication undermine team performance, the TIGERS 6 Principles™ provide a framework for building high-performing teams through clear behavioral expectations, stronger accountability, and candid communication.
Communication breakdowns, accountability gaps, and competing priorities can slow execution, strain working relationships, and make organizational change harder to sustain.
Feedback triggers defensiveness. Important concerns go unspoken. Misunderstandings delay decisions and problem-solving.
Ownership is unclear, commitments are missed, and work falls between the cracks.
Departments pursue competing priorities, coordination suffers, and organizational progress slows.
Old habits persist, new practices fail to take hold, and improvements are difficult to sustain.
These workplace challenges are connected. Weak trust can undermine communication and contribute to costly employee turnover. Unclear accountability leads to missed commitments, communication gaps, and delayed project handoffs. Without a way to assess workplace behaviors, leaders may struggle to identify problems, measure progress, and demonstrate improvement. Addressing these challenges requires strengthening the behaviors that shape how people work together—and measuring whether those behaviors improve.
Trusted by Organizations building cultures where trust drives performance and people stay
TIGERS® provides a practical framework for building high-performing teams by translating trust, accountability, feedback, collaboration, and follow-through into observable workplace behaviors.
Our work is grounded in six measurable behavior principles: Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success.
These principles give leaders and teams a shared way to identify behavior gaps, create clearer agreements, and strengthen how work gets done.
For more than 30 years, TIGERS® programs have helped leaders strengthen collaboration, accountability, communication, and follow-through. Today, our training and licensing pathways help organizations develop leaders internally and help qualified professionals deliver proven TIGERS® methods with confidence.
Our role is simple. Make high-trust leadership practical, scalable, and sustainable—without requiring you to build the system from scratch.
Grounded in the TIGERS® 6 Principles, our behavioral assessment tools pinpoint performance gaps within minutes.
Stop wasting hours designing your own facilitator materials, learning guides, and team conversation tools.
Deploy a Proven Framework, Built to Scale
Traditional training programs stop at the classroom door. TIGERS® delivers a licensed methodology that operationalizes human capabilities into measurable business outcomes that also scale.
Gain commercial access to a validated, field-tested framework for building high-performance teams. Stop spending hundreds of hours trying to build proprietary corporate culture systems from scratch.
For over 30 years, the TIGERS® framework has helped mid-sized companies scale seamlessly and allowed executive consultants to deliver measurable organizational development. Built on six research-validated principles, our actionable system transforms abstract soft skills into a structured, high-impact strategy for lasting behavioral change.
Designed for executive leadership, HR heads, and operations directors looking to align growing teams. Eliminates team friction, reduces costly turnover, and builds a self-sustaining leadership pipeline. Provides clear metrics to track accountability, trust, and collaboration across expanding departments.
Designed for independent consultants and fractional executives, scale your consulting practice beyond a "hours-for-dollar" model using a structured, repeatable system. Gain access to proprietary tools, turnkey facilitation materials, and a proven methodology that clients trust.
Move beyond vague soft skills with a structured methodology designed for tangible behavioral change.
Enhances your current leadership development programs and HR initiatives without starting from scratch.
Trusted by organizations globally to build resilient cultures where high-performance teams thrive naturally.
Whether you are a mid-sized company looking to align internal talent or an elite consultant scaling your practice, our research-backed system delivers the exact framework for building high-performance teams.
Scale your independent consulting or fractional practice by licensing ready-to-use, research-validated organizational development programs. Stop building custom materials from scratch and leverage tools you already use for measurable behavior improvement.
Transform abstract leadership concepts into predictable, daily workplace behaviors across your entire management layer. Train teams on the six research-validated pillars: Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success. Establish a unified operational language that drives cross-departmental accountability, psychological safety, and performance.
Implementing sustainable culture change doesn’t happen by accident. Our structured process bridges the gap between leadership theory and everyday workplace habits, ensuring a measurable return on investment.
Select the engagement model that fits your goals, whether that means deploying internal training programs for a 50–500 employee company or securing an independent consultant licensing agreement.
Ground your workforce or your consulting clients in our core behavioral pillars: Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success.
Move past passive learning with micro-training tools, structured learning agreements, and peer coaching modules designed to cement real-world behavioral changes within the course offerings.
Deploy the TIGERS Workforce Behavioral Profile™ to monitor accountability, reduce friction, identify behavior changes, and measure performance improvements over time.
Uncover the hidden friction points in your team's foundation before AI disrupts how work gets done. Assess whether your organization has the core behaviors needed to adapt without losing your best people.
Are hidden behavioral friction points silently stalling your company's execution and driving up management burnout? While traditional leadership programs focus on abstract theories, operational success requires a structured framework that translates trust and accountability into daily, measurable workplace habits. Explore our executive insights below to see how we help mid-sized organizations bridge the manager alignment gap, or take our quick 3-Minute Culture Readiness Check right now to objectively pinpoint your team's top performance bottlenecks.
When execution slips or departments begin pointing fingers over delayed handoffs, the root cause is rarely a lack of skill—it is a breakdown in team behavioral agreements. In mid-sized organizations scaling past 50 employees, informal culture naturally fractures, creating a noticeable manager alignment gap.
To fix this friction, leaders must move past standard, "feel-good" workshops and deploy a structured framework for building high-performance teams. By establishing a unified operational language grounded in objective, measurable behaviors, teams learn to handle misunderstandings and coordinate cross-functional handoffs seamlessly, freeing executives from playing referee.
Tools like DISC and CliftonStrengths are excellent for building individual awareness, understanding personal work styles, or labeling strengths. However, they stop at the individual level and do not define the specific, collective rules a team needs to work well together.
The TIGERS 6 Principles™ organizational development system is designed to complement individual behavioral profiles by focusing entirely on the group dynamic. It translates abstract management theories into six research-validated, scalable workplace pillars: Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success. This structural architecture allows internal HR teams or independent growth consultants to move cross-functional groups from raw personality insights into clear, binding team accountability agreements within days.
Technological disruption and rapid change management fail when old workforce habits persist and a lack of psychological safety causes your best people to leave. Before implementing major automated workflows, operational leaders must measure if their team's behavioral foundation is stable enough to adapt without burning out.
Using predictive measurement and diagnostics, like the TIGERS Workforce Behavioral Profile™, executives can pinpoint hidden behavioral friction points and accountability gaps in minutes. This data-backed approach provides a repeatable, continuous optimization loop that protects employee retention, sustains high performance through technological disruption, and ensures organizational improvements are permanently sustained.
TIGERS® can complement existing leadership development rather than replace it. Many leadership programs focus on knowledge, skills, or individual leadership capabilities. TIGERS® adds a practical behavioral structure for applying those capabilities in the way people work together every day.
Organizations can use TIGERS® alongside their existing leadership programs to create clearer behavior expectations, strengthen team agreements, reinforce learning, and make workplace behavior more consistent across teams.
The TIGERS® licensing pathway is designed for experienced consultants, facilitators, HR/OD professionals, trainers, and internal leaders who want a structured organizational development system they can use with clients or within their organization.
It is especially useful for professionals who already have expertise in leadership, team development, organizational development, or related work and want ready-to-use programs, facilitation resources, implementation tools, and a behavioral architecture they can build into their existing practice.
Yes. TIGERS® materials can be adapted to fit the needs, language, workflows, and learning goals of a client or organization while preserving the core TIGERS® 6 Principles and methodology.
Licensed professionals can tailor examples, applications, activities, and implementation approaches to the team or organization they are serving. This allows TIGERS® to fit existing leadership development, organizational development, and team processes without requiring a one-size-fits-all approach.
