High-trust leadership architecture helps leaders systemize trust, feedback, team agreements, and accountability so managers lead with clarity and teams execute with less friction. TIGERS 6 Principles™ provides the behavior-based structure behind that architecture. When executive intent does not translate into consistent manager behavior, follow-through slows and trust becomes uneven. That is the Manager Alignment Gap — one of the first places leadership architecture creates measurable value.
Trusted by Organizations building cultures where trust drives performance and people stay
TIGERS 6 Principles™ Founder and System Architect
At TIGERS®, we help organizations, consultants, trainers, and internal leaders build high-trust teams with practical leadership architecture.
Our work is grounded in six measurable behavior principles: Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success.
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. We help make high-trust leadership practical, scalable, and sustainable.
If you’re ready to lead with trust — or empower others to do the same — you’re in the right place.
TIGERS® is grounded in six measurable behavior principles: Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success. Our team tools help leaders and licensees identify behavior gaps, strengthen team agreements, and apply high-trust leadership architecture in practical ways while our assessment platform is being redeveloped.
Structured facilitator materials, team conversation guides, and learning tools help leaders move from insight to action. Select client-facing materials may be co-branded for active licensees. These resources support training delivery, licensee-led work, and ongoing reinforcement after the first workshop or course.
TIGERS® helps leaders turn trust, accountability, feedback, and team agreements into practical behavior people can use every day. Whether you are developing managers, licensing a proven system, or strengthening team culture, TIGERS® tools help make high-trust leadership more visible, teachable, and repeatable.
The TIGERS 6 Principles reveal which behaviors help teams thrive — and which gaps slow execution, weaken trust, and make follow-through harder than it should be.
TIGERS® licensing gives qualified consultants, trainers, HR professionals, and internal leaders a ready-to-use leadership architecture for developing trust, feedback, team agreements, and accountability. Licensees learn to deliver proven TIGERS® methods with structured training, facilitation tools, and guided team development.
Certified TIGERS® licensees are trained to help organizations apply our leadership architecture to real workplace challenges. Using structured tools, facilitation methods, and guided team development practices, they support trust, accountability, collaboration, and follow-through without starting from scratch.
TIGERS® training helps managers and teams strengthen trust, feedback, accountability, and team agreements through practical, behavior-based learning. Programs support leaders who want clearer follow-through, healthier collaboration, and stronger team performance before, during, and after change.
For more than 30 years, TIGERS® has helped organizations strengthen culture through clear, behavior-based principles people can understand, practice, and reinforce. Today, TIGERS® supports managers, teams, consultants, HR professionals, and internal leaders with training, licensing, and implementation resources that make high-trust leadership more practical and scalable.
These principles help leaders move beyond vague soft skills into practical behaviors teams can apply, reinforce, and measure.
TIGERS® methods complement existing leadership, HR, and team development efforts. They help organizations strengthen trust, accountability, and follow-through without starting from scratch.
TIGERS® licensees are trained to help organizations apply the system through structured tools, facilitation methods, and guided team development. This supports deeper culture change without relying on one founder-led consulting model.
Unlike one-and-done workshops, TIGERS® organizational development tools are built as modular learning experiences. Client teams apply what they learn between modules, while facilitators use Socratic questioning to help leaders turn insight into trust, accountability, and measurable follow-through.
More than three decades of practical success, trusted by forward-thinking organizations ready to build cultures where people stay, perform, and grow.
Help new employees build trust, role clarity, goal alignment, and stronger coworker relationships from the start. This behavior-based onboarding program gives managers and mentors practical weekly conversation tools grounded in the TIGERS 6 Principles so new hires contribute sooner, grow with confidence, and stay longer.
Qualified consultants, trainers, HR professionals, and internal leaders can license ready-to-use TIGERS® organizational development programs instead of building leadership tools from scratch. The early licensing pathway gives qualified partners access to structured programs in trust, feedback, accountability, team agreements, and behavior-based facilitation.
Start with the six behavior principles behind every TIGERS® program: Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success. This foundational training helps leaders understand how daily behavior shapes trust, cooperation, accountability, feedback, and team performance.
We accomplished all of our training goals! It was a very positive experience. We were able to establish ourselves as active in the community and were able to raise nearly $500 for Children’s Hospital. Thanks again from all of us at East Wenatchee Costco. You have been a joy and a help to us that we will not soon forget.
TIGERS® helps leaders, teams, and licensed facilitators turn trust, accountability, feedback, and team agreements into observable workplace behavior. Instead of relying on one-size-fits-all training, the TIGERS® approach uses structured learning, guided conversations, and practical implementation tools that help people apply what they learn between sessions.
This gives organizations a more scalable way to strengthen culture without overwhelming managers or depending on one founder-led consulting model. The result is a clearer path for building trust, improving follow-through, and reinforcing behavior change over time.
TIGERS® offers practical training, licensing, onboarding, and implementation resources designed to meet different leadership and team development needs. Organizations and professionals can start with the program that best fits their current goals.
Each program is grounded in the six TIGERS® behavior principles: Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success. Participants use structured learning, guided reflection, and practical tools to connect these principles to real workplace behavior.
TIGERS® programs are designed for application, not passive learning. Managers, teams, and licensed facilitators use conversation guides, implementation tools, and between-session practice to strengthen trust, accountability, feedback, and team agreements over time.
As teams apply the tools, leaders are better equipped to identify behavior gaps, reinforce stronger agreements, and support more consistent follow-through in everyday management practices.
Explore TIGERS® training, licensing, and implementation resources designed to help leaders strengthen trust, accountability, feedback, and team agreements without adding more confusion or overwhelm.
The TIGERS 6 Principles are six measurable group behavior dynamics 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 approach, not a one-off training event, personality-labeling tool, or cookie-cutter team-building program. It is grounded in psychology and research on the group behavior dynamics people need to work well together: Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success.
The real value comes when teams use these principles to identify the specific behaviors they need from one another based on their work, function, and membership characteristics. A team in emergency response may define trust differently than a salon team, project team, or cross-functional leadership group. TIGERS® gives each team a structured way to name, practice, refine, and reinforce the behaviors that help them work well together.
TIGERS® works because it does not stop at awareness. Many leadership and culture efforts fail because people leave with good ideas but no safe structure for practicing new behavior, receiving feedback, and moving through the learning curve. TIGERS® gives leaders and teams a practical way to name the behaviors they need, apply those behaviors in shorter learning segments, and reinforce them through Learning Circles.
This matters especially in workplaces where employees expect useful feedback and real development, not just information. Learning Circles give participants a safe place to practice new behavior skills, receive constructive feedback, and keep refining those behaviors until they become more natural. This helps culture change become something people can see, discuss, adjust, and sustain over time.
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 less exhausting over time. When team behavior expectations are unclear, managers often become the fixer, referee, reminder, and emotional shock absorber for every people issue. That drains time and energy away from business growth, coaching, planning, and strategic follow-through.
TIGERS® helps teams create clearer behavior agreements so more responsibility is shared. Managers still lead, but they are no longer expected to solve every relationship problem alone. As teams learn to handle more decisions, conflicts, and follow-through issues within agreed behavior boundaries, managers can spend less time managing avoidable friction and more time developing people and moving the business forward.
No. TIGERS® is designed to work with organizations of different sizes because the principles focus on how people work together, not how large the organization is. Small and midsize teams often benefit quickly because behavior patterns are easier to see, discuss, and improve when people work closely together.
This is also important for startups and founder-led companies. In the early stages, the business often reflects the founder’s personality, communication style, and decision-making habits. As the company grows, that can become difficult to scale. TIGERS® Leadership Architecture helps founders move beyond personality-driven culture by giving the team clear behavior principles, working agreements, and shared expectations that support growth beyond the founder.
The same six principles apply whether you are developing a leadership team, onboarding new employees, strengthening a department, or preparing managers to lead through growth and change. TIGERS® is structured enough to guide the process, but flexible enough to fit the team in front of you.
Yes. TIGERS® is designed to complement many existing leadership, HR, and team development tools. Assessments like DISC, StrengthsFinder, and similar programs can help people understand preferences, strengths, communication styles, and how different people may contribute during planning, decision-making, and execution. TIGERS® adds the next layer by helping teams translate that insight into shared behavior agreements they can practice, reinforce, and use in daily work.
For trainers and consultants, TIGERS® enhances your toolkit and can be layered into existing workshops or development programs. For internal teams, it helps bridge silos and align behavior expectations across departments, roles, and functions. TIGERS® also works alongside employee-centered leadership training from organizations such as Covey, Maxwell, and other development providers by helping teams turn useful concepts into observable behaviors, practical agreements, and follow-through.
TIGERS® is designed to strengthen and extend the leadership development you already have in place. Many organizations have good content, capable trainers, and useful leadership concepts, but still struggle to turn learning into consistent team behavior. TIGERS® helps close that gap by giving leaders and teams a shared behavior framework they can apply across training, onboarding, feedback, planning, and day-to-day execution.
Once teams identify the behaviors that keep their work and working relationships strong, those behaviors can be reinforced through everyday management systems. They can inform performance reviews, new-hire interview questions, onboarding conversations, team agreements, succession planning, and future AI-supported development tools. This helps leadership development move beyond concepts and become part of how the organization hires, develops, reviews, coaches, and promotes people.
Some teams begin noticing a difference quickly because TIGERS® gives people clearer language for discussing trust, communication, accountability, and follow-through. When team members can name the behaviors that help or hurt the work, conversations become more focused and less personal.
Deeper change takes practice. TIGERS® is designed to move people through the learning curve with shorter learning segments, between-session application, Learning Circles, and feedback. This helps new behaviors become more consistent over time instead of fading after a single workshop or training day.
The TIGERS® licensing pathway is currently designed for experienced consultants, trainers, HR professionals, facilitators, and internal leaders who already understand leadership, team development, or organizational change. TIGERS® does not teach people to become consultants from scratch. It gives qualified professionals a structured, behavior-based system they can use to strengthen trust, accountability, feedback, team agreements, and measurable follow-through.
The current Founder Licensing pathway is a live, small-cohort training experience that runs for 3.5 weeks, meeting twice a week on Tuesdays and Thursdays. Each cohort is limited to no more than 10 participants because dialogue, reflection, and peer learning are important parts of the training experience. The Founder-level opportunity is limited to the first 100 qualified participants before the program moves to full pricing.
Yes, within clear brand and intellectual property guidelines. Select client-facing materials may be co-branded for active licensees, including designated slide decks and participant manual covers. Core TIGERS® intellectual property, including copyrighted content, trademarks, the six principles, core methodology, and protected training materials, remains owned and protected by TIGERS®.
