Build a High-Performing Team in Four Weeks or Your Money Back

The next award-winning NASA 4-Dimensional Teams Program kicks off on 22 July 2025 and runs through to 14 August 2025, over 4 weeks in an accelerated format of two sessions per week from 12:00pm to 2:00pm AEST (on Tuesdays and Thursdays). This is an opportunity to transform your team and we are offering a money-back guarantee for teams that complete this program fully and fail to notice an improvement in performance within two months. Teams of three or more receive a discount of 20% and a complimentary pre and post benchmark comparison to 1,500 NASA teams. Use discount code TEAM25 at registration. Register here.

Prefer to Run the 4-Dimensional Leadership Program In-House?

The NASA 4-D Program can be run in-house in face-to-face, virtual or hybrid formats to suit your geographical footprint and operating cadence. This option allows you to benchmark your teams against the 1,500 NASA teams that have voluntarily completed the program and use the NASA Playbook to improve team performance exponentially. The ‘team’ can be a leadership group, or leaders working with their own direct reports. Contact us about internalising a program here: info@crazymightwork.com.

Adam Thorn interviews award-winner Paul Hawkins on the Secret Sauce of High Performance, according to NASA

This conversation between Adam and Paul explores why the 4-D program is so effective at creating high-performing teams. There is also a juicy serving of neuroscience and how leaders can optimise human and artificial intelligence in creative problem-solving at a strategic or organisational level. Paul discusses the skills required by leaders in 2030 and how these are sequenced in Crazy Might Work’s Leading4Breakthrough® program. Leaders combine critical thinking and creative problem-solving with artificial intelligence to achieve extraordinary outcomes, like the one described in the Merger case study below. Listen on your preferred podcast platform below:

When Silverchain acquired KinCare, it saw more than just the opportunity to expand services; it saw a chance to build something greater by bringing two cultures together. Rather than imposing one identity over another, the organisation embarked on a journey of strategic integration, rooted in mutual respect, co-design, and inclusive leadership. In the words of integration leader, Carolyn Bell, “We recognised that the best way to preserve value across both organisations was to listen to learn and then design the integration collaboratively. It would be an exchange of values and best practices to create a third combined culture in a ‘Best of Both’ approach.”…Read full article