How Redwood Performance Group Approaches Leadership Development and Team Growth

Redwood Performance Group approaches leadership development by training agile team leaders, with the stated goals of smarter decision-making, higher employee satisfaction, and better retention. Its team-growth work focuses on trust, communication, and problem-solving. This approach fits organizations that want leaders who can operate under uncertainty and teams that need to collaborate more effectively — especially across remote or distributed work models. The company positions these services as part of a broader learning and development (L&D) offering that combines strategic performance consulting with content production.

Leadership development: building agile, change-ready leaders

Redwood's leadership offering is described as "strategic solutions for leadership development and team growth." The specific emphasis is on agile team leaders — people who:

• Make smarter decisions
• Improve employee satisfaction
• Boost retention

The stated outcome is leaders who are resilient and change-ready, able to "confidently navigate uncertainty and lead." That framing suggests the program is aimed at organizations facing change, ambiguity, or fast-moving conditions rather than those looking only for static leadership theory.

Team growth: trust, communication, problem-solving

For teams, Redwood says its training helps employees:

• Build trust
• Improve communication
• Solve problems more effectively

The company ties this to "an age of collaborative technologies and remote work models," and summarizes the goal as "Stronger Teams. Better Outcomes." So the team-growth side is less about individual skill certificates and more about how a group works together.

How it fits into the wider L&D model

Redwood describes itself as going "beyond traditional Learning and Development" by integrating strategic performance consulting with full-service content production. Its listed service areas include:

Leadership and team training sit inside this structure, so an organization can pair them with upskilling, skills-gap mapping, career pathing, and ongoing customization.

Who this approach suits

Consider Redwood's leadership and team development if you:

• Want leaders trained specifically for agile, change-heavy environments
• Care about retention and employee satisfaction as measurable leadership outcomes
• Need team training around trust, communication, and problem-solving, including for remote or hybrid teams
• Prefer a provider that combines consulting with content production and can scale training across departments and locations

It may be a weaker fit if you only need standalone leadership content with no consulting or customization component.

What to verify before deciding

The site describes goals and capabilities but does not publish pricing, program length, delivery format, or credential details in the material available here. Before committing, ask Redwood directly about:

• Format and duration — live, self-paced, cohort-based, or blended
• Customization — how much of the leadership and team content is tailored versus off-the-shelf
• Measurement — how the claimed decision-making, satisfaction, and retention outcomes are tracked
• Audience fit — whether the agile-leader focus matches your organization's structure and pace

For a concrete test, bring a real scenario — for example, a distributed team missing deadlines because handoffs between functions break down — and ask how their leadership and team programs would address it. That will show whether the agile-leader and trust/communication emphasis matches your actual problem.