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 full 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 proprietary team assessment to monitor accountability, reduce friction, improved behavior patterns and visually measure your 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.
The TIGERS 6 Principles are six measurable group behavior principles that came from research on group dynamics in the disciplines of business, education, and psychology. The framework was then validated over four years through two separate independent studies. These principles identify the behaviors people need to work well together and the behaviors organizations need for sustainable success: Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success. Together, they give leaders a practical way to turn values like collaboration, accountability, and respect into observable workplace behavior.
TIGERS® is an organizational development system, not a one-off training event, personality-labeling tool, or cookie-cutter team-building program. It is grounded in the six behavioral principles people need to work well together: Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success.
The difference is what teams do with the principles. TIGERS® helps teams identify the specific behaviors they need for their work, then gives them a structured way to define, practice, refine, and reinforce those behaviors. The result is a practical framework that can be adapted to the team in front of you rather than applied as a one-size-fits-all program.
TIGERS® does not stop at awareness. It gives leaders and teams a structure for identifying the behaviors they need, practicing those behaviors, receiving feedback, and reinforcing them over time. Shorter learning segments, practical application, and Learning Circles help move learning from concepts into everyday workplace behavior.
Yes. TIGERS® gives teams a safe, structured way to name the behaviors that are weakening trust, communication, accountability, and follow-through without turning the conversation into blame. Because the six principles are behavior-based, teams can identify what they need from one another to work better together and agree on specific behaviors they can practice and reinforce.
This also helps managers because not everything falls back on them to solve. Instead of acting as the hero, referee, or fixer, managers help the team maintain the behavior boundaries they created together. That reduces pressure on the manager, gives the team more ownership for solving problems and making decisions, and frees managers to spend more time on business growth rather than constant employee management.
Yes. People are more likely to stay when they experience trust, respect, clear communication, useful feedback, and a real sense of belonging in daily work. TIGERS® helps leaders and teams turn the six principles into observable behaviors, so retention and engagement are not left to slogans, perks, or good intentions.
Because the TIGERS® approach helps teams define how they need to work together, employees gain more clarity, voice, feedback, and ownership. This supports stronger engagement while helping managers create the kind of team environment where people are more likely to contribute, grow, and stay.
TIGERS® is designed to make leadership more structured and sustainable over time. When team behavior expectations are unclear, managers can become the fixer, referee, reminder, and problem-solver for every people issue. That pulls time and energy away from coaching, planning, strategic work, and business growth.
TIGERS® helps teams create clearer behavior agreements so responsibility is shared across the team. Managers still lead, but they don't have to solve every relationship or follow-through problem themselves. As teams learn to handle more decisions, conflicts, and accountability within agreed behavior boundaries, managers can spend more time developing people and moving the business forward.
TIGERS® is designed to work across organizational sizes because the principles address how people work together—not how large the organization is. Small and midsize teams can use the same behavioral framework to clarify expectations, strengthen collaboration, improve accountability, and address issues before they become bigger problems.
The system can be scaled to the needs of a team, department, or organization without requiring a large leadership-development infrastructure. That makes TIGERS® practical for organizations that want a structured approach to strengthening workplace behavior without adding unnecessary complexity.
Yes. TIGERS® can complement tools such as DISC, CliftonStrengths, and other assessments. Those tools can help people understand individual strengths, preferences, or work styles. TIGERS® focuses on something different: the behaviors teams need to work well together.
That makes TIGERS® a practical way to translate individual or team insights into shared behavior expectations, team agreements, and everyday ways of working. You don't have to replace the tools you already use. TIGERS® can provide the behavioral structure that helps teams put those insights into practice.
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.
Some teams notice an early difference when they have clearer language for discussing how they work together. Once people can identify the behaviors that help or hinder the work, conversations can become more focused and less personal.
Deeper change takes practice and reinforcement. TIGERS® uses shorter learning segments, between-session application, Learning Circles, and feedback to help teams turn new behaviors into consistent ways of working over time. The goal is not a temporary change after a workshop, but behavior that becomes part of everyday work.
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.
The Founder Licensing pathway begins with a live, small-cohort training experience designed for qualified professionals. Participants learn the TIGERS® 6 Principles, the core methodology, and how to apply the system using structured programs, facilitation tools, and implementation resources.
The 3.5-week experience meets twice a week on Tuesdays and Thursdays, with cohorts limited to 10 participants to support dialogue, reflection, and peer learning. After completing the Founder pathway, qualified participants can begin using the licensed TIGERS® resources within the terms of their license.
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.
