Alexander and Janice Caillet
Building Resilience to Successfully Navigate Change

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Alexander Caillet is an internationally recognized organizational psychologist, consultant, and coach dedicated to helping organizations achieve high performance through powerful teaming. As the CEO of Corentus, Inc., Alexander has worked across more than 30 countries on five continents, bringing deep expertise in both leadership coaching and large-scale organizational transformation.

Known for his pioneering work in team coaching, Alexander integrates real-time data on communication and behaviors into his practice and blends individual coaching with whole-team development. His innovative methods have supported clients through redesigns, post-merger integrations, business turnarounds, culture change initiatives, and more.

Janice Caillet is the Co-Founder, President, and Chief Catalyst at Corentus, Inc. She leads the company by supporting a global team of professionals dedicated to transforming teams worldwide. In addition to guiding Corentus, Janice co-creates the company’s curriculum of methods, tools, and processes, drawing insights from global research, thought leaders, and over 25 years of direct client engagement. Her work focuses on what drives significant impact in the field of team development.

Janice is also the lead faculty and co-creator of several training programs on Team Effectiveness Tools and Team Coaching Training. As a catalyst for Corentus' growth, she is motivated by the global potential of team development and coaching. Her focus is on scaling the organization to realize its vision, a world where effective teaming contributes to a harmonious and sustainable future.

KEY INSIGHTS | from our First Friday with a Thought Leader Event*
Alexander and Janice Caillet, “Building Resilience to Successfully Navigate Change”

  • Defining Resilience:
    Janice and Alexander define resilience as "the capacity of a system, enterprise, team or person to transition its common purpose, shared goals and or any key components of the team wheel to successfully bounce back in the face of change.” This definition builds upon the concept of maintaining core purpose while adapting to changing circumstances.

    Magnitude of Change:
    Three levels of change magnitude are identified:

    • Significant: Change in the common purpose of the team.

    • Sizable: Change in shared goals.

    • Substantial: Change in key components of the team wheel.

    Recognizing the magnitude of change helps teams prepare and respond appropriately.

    Stages of Transition:
    Three stages of transition are outlined:

    1. Preparedness: Focuses on creating effective team processes, positive norms, and identifying change indicators.

    2. Response: Emphasizes identifying the magnitude of change, maintaining cohesion, and addressing impacted development areas.

    3. Recovery: Involves acknowledging the end of something, implementing necessary changes, and returning to a state of preparedness.

    Psychological Safety:
    Defined as "the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes" and "the degree to which team members feel that their environment is supportive of asking for help, trying new ways of doing things, and learning from mistakes."

    Benefits of psychological safety include:

    • Encourages speaking up.

    • Enables clarity of thought.

    • Supports productive conflict.

    • Increases the likelihood of sharing failures for learning.

    Team Behaviors that Cultivate Psychological Safety:
    Seven key behaviors are identified:

    • Working from a coherent state of mind.

    • Acknowledging limits of current capabilities.

    • Having sensitivity and empathy for each other.

    • Engaging in continuous feedback.

    • Practicing conversational turn-taking.

    • Leveraging failures as learning opportunities.

    • Establishing mutual accountability for goals.

" I introduced state of mind to the team…and they started using that common language with the leader… and she even mentioned that it made a huge difference with them”

- Alexander Caillet

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