Corporate Training
Creating Collaboration.
The Work of Conflict, Decision, and Repair.
Strategy is rarely the problem. The difficult conversations the team has been avoiding are.
The Loving Conflict methodology gives leadership teams at every level the practices for disagreeing well, repairing quickly, and building the kind of trust that holds under pressure.
Who this is for
Boards, executive teams, functional leadership, and project teams. This work is typically sponsored by the board chair, CEO, CHRO, or senior leader responsible for the team.
Strongest fit when one of these is true:
Where avoidance shows up
The value
Teams who do this work decide faster, collaborate without unnecessary friction, and rebuild trust without losing momentum.
They gain the ability to:
For the leader who sponsors the work, the payoff is personal. You get a team that trusts you and says the hard thing in the room instead of the hallway, fewer recurring fires to fight, and people aligned behind decisions instead of resisting them.
Culture, one conversation at a time
Culture is built one difficult conversation at a time. Week by week. The dozens that get had, and the dozens that get avoided.
When a leadership team learns to disagree well and repair quickly, the practice travels. Direct reports adopt it. Teams below them adopt it. The methodology shapes culture from the top by example, and outward through Practitioners trained inside the organization.
Why this is different
Four packages, built on the Loving Conflict methodology. Each package includes everything in the one before it, plus more. Many teams begin with a Starter Session, then choose what comes next.
Operator credibility
Anna built this methodology while running three businesses as CEO across three continents. She has sat in the seat your leaders sit in, under the same pressure, making the same calls. Because an operator built it, the methodology teaches your leaders what actually earns a team’s trust. A team that trusts its leader commits to decisions and executes without second-guessing.
Repair as a learnable practice
Conflict is inevitable. The skill that separates strong teams is what they do with it. Most programs teach how to have the difficult conversation. Few teach what comes after, when trust has cracked. The Loving Conflict methodology treats repair as a core discipline. Your leaders learn to handle a conflict so that trust and respect come out higher than before it, not lower. A rupture becomes the moment the team gets stronger.
Experiential learning and self-awareness under pressure
Behavior change does not happen in a slide deck. Sessions are live practice on the actual conversations the team has been avoiding. Part of the work is learning to notice your own reactions in the moment, the tension that rises before you say something you regret. Leaders who can feel that signal respond deliberately instead of reacting on impulse. They walk out able to stay clear-headed in the conversations that used to derail them.
Multilingual and multicultural
Anna has led across Ukraine, China, Europe, and the United States, and delivers in English, French, Mandarin, and Russian. That range means the work adapts to you. Anna learns how your company already operates and works inside it, rather than imposing one rigid model. What matters gets said in your language, both literally and in the terms of your own culture. This is built for your team, not adapted from a template.
Programs
Four packages, built on the Loving Conflict methodology. Each package includes everything in the one before it, plus more. Many teams begin with a Starter Session, then choose what comes next.
Starter Session
2 to 4 hour session
TOP
Intensive
Full day plus interviews
Intensive + Booster
Full day plus 90 days
Full Team Engagement
Full day, 90 days, coaching
After the engagement: Loving Conflict Practitioners.
Train your own people to carry the methodology across the organization.
All packages include copies of the book.
Starter Session
A 2 to 4 hour session, in person or virtual, for a board, an executive team, or any leadership team. Surfaces how the group handles tension, disagreement, silence, and alignment. Identifies where avoided conversations are slowing decisions or weakening trust.
In the session the group focuses on:
Practical, conversational, grounded in the Loving Conflict methodology. Includes copies of the book for the group.
Intensive
A full-day workshop for executive or leadership teams of 6 to 15 people. This is not a lecture. It is a working day that surfaces the team’s real problems and produces a plan to solve them.
Before the day: diagnostic interviews. Anna interviews each participant privately, before the workshop. These are not intake forms. They are confidential one-on-one conversations where she learns what is actually happening inside the team: where decisions stall, which conversations are being avoided, where trust has thinned, who is not speaking. By the time Anna walks into the room, she understands the team’s real dynamics, not the version on the org chart. The day is built around what she finds.
The day itself. Anna names the team’s main problems out loud, in a way the group can hear, then leads them through working the actual conversations they have been avoiding. Practical exercises, live practice, real decisions. The team works on its own issues, with Anna guiding how to enter a hard conversation, lead it, close it, and fix it when it goes sideways.
The output. The team leaves with a plan: the specific problems named, the conversations that need to happen, and the agreed next steps to resolve them.
After the day: closing interviews. Follow-up conversations with participants to confirm what changed, surface what is still unresolved, and set the team up to hold the new practices.
Available as a multi-day intensive for global teams or post-merger integration. Best fit for teams in transition: post-funding, post-merger, scaling, or stalling on execution.
Everything in the Intensive, plus the 90-Day Booster.
The Intensive changes the team in the room. The Booster makes the change hold once daily pressure returns. Over 90 days, group practice sessions and individual leader check-ins keep the methodology in use, with a retrospective at day 90 to confirm what has changed and what still needs work.
Best fit for teams that want measurable behavior change at 30, 60, and 90 days, not a one-day event everyone forgets.
Full Team Engagement
Everything in Intensive + Booster, plus 1:1 Coaching for your key leaders.
The team work lifts the whole group. The two or three leaders who carry the highest-stakes decisions, and who set the tone for how the team handles conflict, get individual, confidential support on their own real situations.
The coaching addresses pains like these:
Anna takes the real conflict in front of the leader and works it with them: how to enter it, lead it, and repair it if it goes wrong. We build that in practice, on the leader’s real situations, until it holds.
Loving Conflict Practitioners
After your engagement: scale it across the organization
A train-the-trainer program that puts Anna’s methodology in the hands of your own people.
Loving Conflict is Anna’s own methodology, developed over twenty-five years of leading multinational teams and refined into a system that can be taught. Practitioners is how that system takes root inside your organization. You certify your internal HR leaders, coaches, and L&D people to carry it themselves: in 1:1s, in team meetings, and in the repair conversations that happen after something breaks.
This is not a one-time event. A trained practitioner regulates the climate of the team continuously, catching friction while it is small and handling conflict the same way across every department and every market.
Participants learn in practice: how to enter a difficult conversation, lead it, close it, and repair it when it goes wrong. They learn to build trust rather than spend it. The ability to handle conflict well is the key skill that separates a team that performs from one that stalls, and Practitioners builds that skill into your organization permanently.
Participants who complete the program are certified as Loving Conflict Practitioners.
Built for organizations that want the methodology to take root. Open to internal staff only.
Also available
1:1 Coaching and the 90-Day Booster can also be added on their own: 1:1 Coaching for a single leader who wants individual support, and the 90-Day Booster for a team that has already completed the Intensive.
The methodology
The Loving Conflict methodology is a system, taught and learned. It rests on five principles, applied through specific practices leaders use in difficult conversations.
The Five Principles of Loving Conflict
1
Engage with Presence
from discomfort to courage
Anna built this methodology while running three businesses as CEO across three continents. She has sat in the seat your leaders sit in, under the same pressure, making the same calls. Because an operator built it, the methodology teaches your leaders what actually earns a team’s trust. A team that trusts its leader commits to decisions and executes without second-guessing.
2
Assume Nothing
from close-minded to curious
The mind rushes to fill gaps with assumptions, and most cross-functional conflict starts with a wrong one. This principle replaces the rush to judgment with curiosity: notice the assumption, name it, check it. For the company: a whole category of avoidable friction disappears, because people stop acting on stories they made up about each other.
3
Listen to Understand
from distracted to understanding
Most people listen for their turn to talk. This principle teaches leaders to listen for what the other person actually means, with no solution required yet. For the company: the real issue surfaces in one conversation instead of being circled for weeks.
4
The Art of Questioning
from defensive to interested
Under pressure, people defend their position. This principle teaches the deliberate, interested question that opens a problem up instead of shutting it down. For the company: a standoff between two leaders becomes a shared problem they solve together.
5
The Rule of Us
The deepest principle. It moves a team from “you versus me” to “us,” holding the relationship and the result at the same time. For the company: leaders protect the working relationship while pushing hard for the outcome, so the team keeps its best people and still hits its targets.
Two practices leaders find most useful
Have the Conversation
An 8-step sequence for engaging a difficult conversation with structure: grounding into full presence, naming what you are here to solve together, speaking from “I,” listening to understand, asking from curiosity, making a clear request, handling “no” with grace, and pausing to repair if something breaks.
The problem it solves: Most leaders either avoid the hard conversation or walk in and make it worse. This gives them a repeatable structure so the conversation moves the issue forward instead of damaging the relationship.
The 4-Part Apology
The structure for repair when trust has cracked. The strongest leadership teams are not the ones that never have hard conversations. They are the ones that know how to come back into the room afterwards.
The problem it solves: After a rupture, most teams go silent and the damage hardens. This gives leaders a clear way to rebuild trust quickly, so a single bad exchange does not cost months of team performance.
Done well, repair leaves the working relationship more durable than before the rupture.
The work is taught experientially. Leaders practice the methodology in the room, on the actual conversations they have been avoiding, with embodied exercises drawn from Anna’s twenty-five years of running multinational companies and dancing Argentine tango as a laboratory for presence, listening, and leading under pressure.
The full methodology is detailed in the book, Loving Conflict: Creating Collaboration Where Others See Division (Greenleaf Book Group, 2026). Amazon bestseller.
About Anna Lecat
Born in Ukraine and based in Paris, Anna Lecat is a three-time global CEO, TEDx speaker, and Amazon bestselling author of Loving Conflict (Greenleaf Book Group, 2026). A Conflict and Communication Expert.
Anna has spent more than twenty-five years leading companies and multicultural teams across Ukraine, China, the United States, and Europe. She works with boards, executive teams, founders, and global organizations navigating complexity, growth, and transition. She delivers keynotes, workshops, and corporate intensives in English, French, Mandarin, and Russian.
Anna has delivered the Loving Conflict methodology to executive teams, boards, and global leadership networks including:
"Conflict as a Catalyst for Change. A powerful reframing of how to approach disagreements in business and in life. Anna managed the session with clarity, empathy, and kindness, and with practical examples applicable to both business and personal lives."
— Nicola Nel, Global Managing Director, PROI Worldwide
"It is because of Anna that sponsors, members and guests experienced a powerful energy of connection and learning in the room. I highly recommend Anna as a keynote speaker."
— Meg Carlson, President Elect, EO Idaho Chapter
"It was an absolute delight to watch Anna talk. It had elements of intensity, fun, and drama, and she was so expressive in her delivery. I was able to go through the journey with her visually, and I would highly recommend her as a speaker."
— Suraj Sreenath, CEO, DreamGains Financials, Bangalore, India
"I loved everything: the tone, the storytelling. Thanks to Anna, I felt immediately part of a culture of openness and tolerance that I could relate to."
— Jonathan Ferrebeuf, CEO, Upfeel Services, Paris
"It was a wonderful session. Anna gave us so many tools and moved us out of our comfort zones."
— Mike Santoro, former CEO, Walker Sands
"Anna's practical steps for conflict, I have already put to practice."
— Attendee, EO Idaho Leadership Event, March 2026
Talk to Anna’s team
To explore whether this is the right fit for your team, send a short note. Anna’s team will reply within two business days to schedule a 20-minute call or send relevant materials.