Built on Save the Titanic — shaped for team performance
Build a High-Performing Team
Your team is busy and still misses the goal. Priorities compete, and no one shares the same scoreboard. Save the Titanic turns a group into a team that aligns and delivers together.
What It Is
An immersive experience that raises team performance by changing how the team works together — not how hard it works.
The team takes on one high-pressure goal inside a shared scenario. They have to align on priorities, decide together, and deliver a result no one could reach alone. There are no assigned roles. How they perform comes from how they choose to work.
Teams leave with one scoreboard, clear owners, and the habits that move their real goals. They have done it together, so they trust they can do it again.
Duration
2+ hours
Format
In-person, digital, or hybrid
Group Size
Teams of any size
Ideal For
Intact teams, leadership teams, cross-functional teams, and teams missing their targets.
When to Use It
A Team Missing Its Targets
The team works hard and the numbers still fall short. The experience surfaces why, and gives them one shared scoreboard to close the gap.
A New Team Forming
A team is coming together for the first time. They align on how they will perform together before the pressure of real work tests them.
A Leadership Team
The leadership team sets the goals everyone else follows. They practice deciding and committing as one, so the rest of the organization sees one direction.
A Cross-Functional Team
Sales and product. Operations and finance. Functions that need to move at the same speed find a shared goal and the habit of hitting it together.
What Happens in the Experience
The Setup
The team arrives with one goal and a clear scoreboard. They know what winning looks like. They don't yet know how they'll get there together.
The Scenario
An immersive challenge begins. It is complex and time-pressured. No one on the team has enough on their own to deliver the result.
The Performance
The team has to align on priorities and act as one. No assigned roles, no hierarchy handed down. Performance comes from how they choose to work.
The Debrief
How did the team perform? What moved the score, and what got in the way? The patterns that help or hurt the team become visible.
The Commitment
The team commits to its own scoreboard — the goals, owners, and habits it will carry into the real work that starts tomorrow.
Why It Works
Action over dialogue
A team does not get better by talking about performance. It gets better by performing together on something that matters. The experience creates that moment.
One shared scoreboard
Most teams miss the goal because each member is watching a different number. The team leaves with one scoreboard everyone can name.
Accountability is visible
The team sees, in real time, who owns what and how the parts add up to the result. Accountability stops being a memo and becomes a habit.
Momentum that lasts
When a team delivers a hard goal together, it trusts it can do it again. That belief carries into the next quarter.
Trusted by Demanding Teams
Enterprise teams at Johnson & Johnson, Deloitte, and UBS have used Save the Titanic to perform together under real pressure.
Questions Leaders Ask
What makes a high-performing team?
A high-performing team shares one goal, knows the scoreboard, and holds itself accountable to it. Members trust each other enough to disagree and still move together. Save the Titanic builds that in one immersive experience instead of months of meetings.
How do you improve team performance?
You change how the team works together, not how hard it works. The team lives a high-pressure scenario where they have to align on priorities and deliver a result together. They leave with one shared scoreboard and the habits that move it.
Who is this for?
Intact teams, leadership teams, and cross-functional teams that are busy and still missing their goals. It fits a business-unit leader who needs the team performing now, not after a long program.
How long is the experience?
The core immersive experience runs two or more hours, in person, digital, or hybrid. We scope the format and the team's real goal with you before the day.
How is team performance measured afterward?
By the goal the team commits to in the room. Each team leaves with its own scoreboard, owners, and the next moves. You measure the priorities that move in the weeks after, not how the day felt.
What size team works best?
Teams of any size. The experience scales from a single leadership team to large cross-functional groups working the same goal.