The Situation

The business was founded in January 2020 as a disruptive new player in sports. Over the next three years, the business grew exponentially despite launching in the middle of the pandemic—including an entire first year where nobody met in person.

3 Goals

The company had three primary goals it wanted to achieve:

1. Establish a culture of belonging and responsibility that enables teams to communicate effectively and manage conflict constructively.

2. Quickly build trust across the organization as new teams were added via strategic acquisitions.

3. Empower the CEO and senior leadership team to maintain high-levels of productivity and effective decision-making by reducing side-meetings and other inefficiencies.

The Challenge

Despite the best intentions of leadership, there simply wasn’t time or resources to coordinate and facilitate opportunities for meaningful connection and relationship-building across a fully-remote team spanning multiple time zones. To make things more challenging, several times per year there were significant influxes of new personnel via strategic acquisitions who often had significantly different cultural norms and ways of working. Finally, the CEO was struggling to maintain a consistent vision and effective process for decision-making among her senior leadership team which underwent several significant changes in the span of just a few years.

The Solution

The company engaged Loom to help them meet their goals of cultivating a healthy and productive company culture, quickly build trust across the organization, and facilitate effective decision-making on the leadership team. To that end, Loom implemented 4 key interventions to address these objectives:

1. Expert Facilitated In-Person Experience. Loom facilitators joined the company’s quarterly offsites and led the team through a series of trust building exercises and discussions.

2. Recurring Small Group Gatherings. Once a month, the leadership team was split into smaller cohorts and joined one 60-min virtual experience, led by a Loom facilitator, designed to foster authentic dialogue and communication, psychological safety, and productive conflict.

3. Targeted Skill-Building. After assessing the team’s specific needs, Loom trained the leadership team on a series of in-depth and practical tools to foster greater trust and communication skills among their teams.

4. Annual Survey and Feedback. Each year, Loom surveyed the executive team and broader organization on trust and contributing factors and reviewed the survey results with the CEO and their team who have worked with Loom continuously for more than 2 years.