Your team’s next break through, planned.
CUSTOM TEAM OFFSITES
We find the single biggest blocker between you, your people, and your most important goal — then build a custom offsite that moves you closer in a way you can measure.
NOT YOUR AVERAGE OFFSITE
This ain’t Power Points and a taco truck…
Plenty of companies are happy “getting the team together” once or twice a year with a goal of shuffling through a few slide decks, hitting the hibachi grill, and making sure Janice from accounting doesn't cannonball into the hotel fountain (again).
That is NOT what we do.
Working with me is vulnerable. I'll ask you to go places you may not feel ready for. In exchange, we’ll build THE highest-ROI experience you'll invest in all year.
HOW WE MAKE IT HAPPEN
01
We talk to leadership
02
We gather specific data
03
The Parker Experience
01
First, we talk to leadership
An offsite only works when we're clear on the specific challenge we're addressing — and confident it's the most valuable use of everyone's time in a room together.
So my job starts long before anyone books a hotel: getting you very, very, very clear on what we're actually trying to change, and why. I won't work with teams who shy away from these questions. I won't even send a proposal.
WHEN YOU SAY, “WE NEED A RETREAT,” I ASK…
What’s important to you about that?
What are the stakes if it doesn’t happen?
What caused this to be so important?
Why solve it by bringing everyone together in person?
Why now?
RED FLAGS VS GREEN FLAGS
Two kinds of answers to, “Why do you want to do this?”
THIS ONE IS A HUGE RED FLAG…
“Everyone loves working here. This is just a chance to bring them together.”
That statement scares me. It's very low-information — a sign leadership is either out of touch or not thinking clearly about this investment. We have more digging to do.
THIS ONE I CAN WORK WITH…
“…Our budget's going down, and we need the same deliverables from fewer people in less time. We want to invest in these folks, encourage them to stay, and show them a path forward.”
That leader's why is clear, and they had the courage to say it. I can help.
“We have a really strong team. But we're about to lay off 60 people…”
02
Next, we gather specific data.
Once we know where leadership sees the biggest opportunity, we turn to attendees. Every single one fills out a preliminary Intel & Insights Q&A — vulnerabilities, doubts, where they shine, where they feel they're not being used, and why.
I want to know what each person is carrying into the room, so we know specifically what it'll take to make an impact.
QUESTIONS FROM THE INTEL & INSIGHTS Q&A
Are there any red flags you see in the org?
Do you feel fully supported bringing this up?
What are the unsaid things that live inside the executive team?
Do you have friction with leadership – and if so, why has it not yet been resolved?
How many people are at risk of leaving in the next six months?
Are you? Why or why not?
I won’t ask you to take it on faith…
That Q&A is also our baseline. We gather data before, during and after, and you get full visibility into the core metrics we agreed the offsite should move.
Then the goal is simple: we want to see the numbers improve.
03
If you’re looking at those employee questions and thinking, “How the hell do you get honest answers?” the answer is simple: We guarantee confidentiality.
This is part of what I mean when I say working with me is different. You're putting me in a position to dig into parts of your organization that could never be reached internally. I take that trust deadly seriously (both yours, and your employees') and it means we do some things a little different...
The Parker Experience.
WHAT I’LL SHARE
“Of 20 people, only two feel their talents are being fully supported.”
We’ll share important trends and general findings from the data we collect, and work together to factor them into the priorities and the plan.
WHAT I WON’T
“Jackie from marketing said Khalil from finance is a bitch.” 💅
Specific names and responses remain confidential, for my eyes only. This gives employees confidence to speak with candor.
WHAT YOU WON’T ALWAYS KNOW
Which exercises are coming next
This works best when you experience it with your team. You stand shoulder-to-shoulder with them instead of managing every detail — the most reliable way to get honest insight and real change.
We are a one-stop for experience design, top tier curriculum design and facilitation as well as event planning and logistic execution.
BOTTOM LINE
To help you break through, I need two things…
The truth.
What are the red flags? What's not being said? Is there drama? Friction? Fraud (my favorite)? A threat from the board?
Full buy-in.
What are the red flags? What's not being said? Is there drama? Friction? Fraud (my favorite)? A threat from the board?
It's a lot of trust. It's why I gather the data I do. I can prove this crazy shit works.
FREE · 30 PAGES
How to Host an Impactful, Five-Star Team Retreat
Running it yourself? Take my playbook and learn how to set a north star, agenda balance, facilitate discussions, and measure the ROI.
