What is a Chasing the Sun team offsite?

A Chasing the Sun offsite is a fully customized leadership team retreat — built around your team's real challenges, not an off-the-shelf agenda. Mark Mohammadpour facilitates half-day, one-day, two-day, and three-day formats using The Horizon Roadmap, a 4-stage diagnostic designed to clear the path before the sprint. Every offsite blends structured conversation, real-time interaction through Mentimeter and Talkadot, and a closing action plan your team will actually use.

Who are your team offsites designed for?

Mark's offsites are built for executive leadership teams, C-suite peer groups, association boards, and cross-functional teams of 10 to 40 people. CHROs and VPs of People are the most common sponsors, often bringing Mark in to reset team dynamics, align on priorities, or navigate a moment of transition.

How long is a typical team offsite?

Most run one to two full days. Three-day retreats are available for leadership teams tackling bigger strategic questions, and Mark designs half-day "mini-offsites" for teams with tighter time windows. The right length depends on what the team is trying to decide and how far they need to travel to get there.

Can Mark run an offsite virtually or in a hybrid format?

Yes. Mark facilitates virtual and hybrid offsites using interactive tools that keep remote attendees as engaged as in-person participants. In-person is usually best when relationships need to be built or repaired — but Mark has delivered multi-day retreats fully virtual with strong outcomes.

What framework does Mark use in a team offsite?

The Horizon Roadmap is the backbone: four stages — The Terrain (systemic foundation), The Pace (team dynamics), The Connection (interpersonal bonds), and The Fuel (individual spark). The framework gives teams a shared language for diagnosing what's actually getting in the way, then designing the changes that will stick.

What pre-work and follow-up is included?

Every offsite includes strategic pre-event conversations to align on goals and success factors, optional short team diagnostic surveys, and a post-offsite debrief to review decisions and track accountability. The goal is traction after the offsite — not a good day out of the office that fades by Friday.

What does the team walk away with?

Teams leave with a clear set of commitments, a shared language for how they will work together, and — depending on the format — a Workplace Expectations Charter, a Well-Being Scorecard, or a 30-day team action plan. Mark turns the conversation into something the team can use Monday morning.

How far in advance should I book my offsite?

For 2026 offsites, the typical lead time is 6 to 10 weeks. That window allows for the discovery call, the custom build, pre-event conversations, and any team diagnostic work. Email mark@chasingthesunpdx.com to start the conversation.

Mark Mohammadpour Leads Offsites That Have Long-Lasting Impact (No Trust Falls Required.)

Built for leadership teams and cross-functional groups, Mark’s offsites end with a plan your team wants to execute, and the trust to make it happen.

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“Mark brought an authentic, energizing message that truly resonated with our team during a time of change. The impact was clear in how connected, motivated, and aligned our team felt afterward.”

— Katie Davidson, Manager, Event Operations & Ticketing, DraftKings Inc.

For Teams Building Trust and Confidence

For Teams Seeking Clarity and Purpose

For Boards and Executive Teams

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Healthy Teams are Wealthy Teams

The secret to a successful offsite is elite facilitation

Beautiful hotel boardrooms are great, but the location is just the container. The engine that drives results is world-class facilitation.

As your offsite partner, Mark handles the complex interpersonal dynamics, guides the conversations, and ensures that every minute of your retreat is moving toward strategic alignment.

See Mark’s Facilitation Methodology.

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The Chasing The Sun Offsite

Built around your team’s real challenges, not a template.
Facilitated by Mark, not outsourced to a junior associate.
Keynote Conversation energy, facilitated alignment, and a follow-up structure your team will actually keep.

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Formats

Best for teams that need a focused reset: one big question, one clear plan.
Best for cross-functional leadership teams working through a real friction point.
Best for executive teams at an inflection point: new strategy, new structure, new stakes.

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Sample offsite themes

For teams seeking clarity and purpose

When merging departments, onboarding new leadership, or pivoting strategy, an offsite is the fastest way to align the compass. We design intensives that cut through confusion.

Pre-Work: A short team pulse and stakeholder mapping exercise to identify what success looks like in the first 90 days.
Offsite Experience: Interactive mission, vision, and values sessions that culminate in a written Team Charter.
Post-Work: A 30/60/90-day accountability plan and follow-up reflection guide to ensure clarity turns into consistency.
- A shared team purpose and success vision.
- Clear decision-making and communication norms.
- A foundation for a culture of well-being and accountability.

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For teams building confidence

Has your team experienced high turnover or toxic burnout? This offsite format focuses on the “health” in Healthy teams are wealthy teams. We focus on psychological safety, well-being, and rebuilding fractured interpersonal dynamics.

Pre-Work: Each participant selects real upcoming executive interactions and completes a self-confidence audit.
Offsite Experience: Hands-on training in influence, storytelling, and presence—culminating in a live 'boardroom rehearsal.'
Post-Work: A 90-day visibility and follow-through plan with feedback checkpoints to sustain behavioral change.
- Practical frameworks for executive-level influence.
- Improved communication clarity and composure under pressure.
- A confident, trusted, and well-being-centered team.

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For executive teams and boards

High-stakes environments require high-stakes conversation. We provide neutral, expert structuring for board retreats and C-suite offsites, ensuring that dominant personalities don’t hijack the agenda and critical, difficult decisions are made successfully.

Pre-Work: Anonymous team survey and leadership 360 snapshot to reveal communication strengths and gaps.
Offsite Experience: Team-building modules focused on empathy, clarity, and creating a living Team Charter.
Post-Work: A 'Leadership Health Check' at 30 and 60 days, with pulse surveys to track progress and sustain trust.
- A refreshed communication playbook under new leadership
- Shared expectations and healthy work boundaries.
- Stronger trust, transparency, and team performance.

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Connect with Mark

Click the button below, or email Mark at mark@chasingthesunpdx.com, and we’ll respond within 1 business day.

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Frequently asked questions

What makes a successful executive offsite?

1

A successful executive offsite requires clear objectives, pre-event interviews with participants to uncover hidden agendas, and a professional, neutral facilitator. It must balance strategic deep work with structured, nonforced connection time, culminating in a measurable action plan.

How do you plan a leadership retreat agenda?

2

A leadership retreat agenda should follow the “diverge and converge” framework. Start by diverging, allowing the team to brainstorm and openly discuss systemic issues without judgment. Then, converge, narrowing down the topics to construct a definitive, accountable execution plan.

How do you measure the ROI of a leadership retreat?

3

The ROI of a leadership retreat is measured by how quickly the team executes the decisions made there and by long-term retention metrics. A successful offsite ends with a documented, accountable action plan that directly improves the bottom line and prevents costly leadership turnover.

What is the biggest mistake companies make when planning team building retreats?

4

The biggest mistake is prioritizing "forced fun" activities over structured, strategic alignment. Activities like ziplining or trust falls provide a temporary boost in morale, but they do not solve the systemic communication breakdowns or strategic misalignments that cause teams to fail when they return to the office.