With 45 minutes available, my advice to this leader would be:

1) Look in the mirror (3-5 minutes) The symptoms described did not happen in a vacuum. The team's culture exists because the leader has allowed it (or even contributed to it). The good news, and reason for the long stare in the mirror, is that this leader can also take responsibility for, and influence, the change he/she wants to see.

2) Articulate dreaming. (15-20 minutes) Close your eyes and envision what the team would look like when it's working well. Dream in specific. Avoid critical or sarcastic descriptions. Force yourself to articulate two or three main ideas and really see them in your mind. Next, write down the behaviors that you "see".

3) Gap analysis. (10 minutes) What do team members need in the way of skill or motivation to begin implementing those behaviors. Write down this list.

4) Personal responsibility. (10 minutes) What specific actions can the leader take tomorrow to begin contributing to the outcome they hope to see? If the outcome is clear, but the leader does not know what they can do to positively influence it, then the personal responsibility action step is to learn how - use the web, a coach, a mentor, a colleague...someone who has demonstrated the ability you are looking for. Write a big note and tape it to your desk with one and only one specific behavior to undertake tomorrow.

5) Go home and rest, knowing that tomorrow will bring a permanent change.

In the situation described, the leader could choose from one of these two action step:

1) in the morning, speak with the team, assume responsibility for allowing things to be where they are and make a public commitment to work on changing. You expect progress (not perfection) from yourself and the team. Ask for their support and to identify when you act inconsistently with the values you espouse.

2) Encourage and affirm people's ability to problem solve. When problems are brought to you, validate their ability to take care of it and ask them to do so and report the results to you (so that you can celebrate with them later).

3) Work with project leaders to ensure that project success criteria are clear. If projects where you are not consulted are failing, it is likely because the teams either are not aware of what constitutes a successful solution or lack motivation to ensure the solution is successful. Start with clarity. Then assess for motivation.

4) Find five specific things to encourage and appreciate in your team either individually or corporately, every day.

That's a start. My final suggestion would be patience. Changing culture doesn't happen overnight. But one behavior repeated daily can make an amazing difference!

Take care,

David M. Dye