What does Mark Mohammadpour facilitate?

Mark facilitates leadership team conversations, strategic planning sessions, board retreats, and high-stakes meetings where a neutral third party is needed to keep the conversation honest and moving. He has facilitated for Fortune 50 corporations, associations, nonprofits, and mid-market leadership teams.

When should I hire a neutral facilitator instead of running the meeting myself?

Three common signals: the leader of the meeting also needs to be a full participant and cannot be in both seats; the topic is emotionally charged or politically complex; or the team needs someone outside the hierarchy to create psychological safety. In those moments, a skilled neutral facilitator is the difference between a meeting that moves the work forward and one that stalls.

How is Mark's facilitation different from a consultant or coach?

Mark does not sell recommendations or decisions — he designs the conversation and creates the space for the team to reach their own. His 20-plus years as a PR agency executive at Weber Shandwick and Edelman mean he knows how to hold a room full of senior leaders. His role as Chief Well-being Officer means he brings a human-centered, psychologically safe approach to every session.

What types of sessions has Mark facilitated?

Strategic planning offsites, executive team conflict conversations, board retreats, all-hands meetings, culture and values conversations, post-merger integration sessions, and leadership succession planning. Mark tailors the method — not just the content — to the moment.

Can Mark facilitate virtually?

Yes. Mark facilitates virtual, in-person, and hybrid sessions. Virtual facilitation uses Mentimeter and Talkadot to make sure every voice is heard, not just the loudest, and keeps remote participants as engaged as people in the room.

How does Mark prepare for a facilitation engagement?

Every engagement starts with a discovery call to understand the challenge, the stakeholders, and the desired outcome. Mark then builds a custom agenda, runs one or two prep calls with the meeting sponsor, and (where appropriate) short pre-session interviews with participants. Nothing is improvised.

What does a typical facilitation engagement include?

A discovery and design phase, one to three pre-event strategic conversations, the live facilitation (in person or virtual), and a post-session debrief with recommendations. Some clients add a follow-up workshop to lock in the decisions the team made in the room.

How do I book Mark for facilitation?

Email mark@chasingthesunpdx.com with your session date, audience, and the challenge you are trying to solve. Typical booking window is 4 to 8 weeks, with more lead time for multi-day retreats or large executive teams.

Your Leaders Are Brilliant On Their Own. Help Them Win Together.

Mark Mohammadpour sits with your team and names what’s been going unsaid, the friction nobody will put on the table, and guides the room to a decision everyone can get behind.

No personality colors or tests. Just real conversation and actions.

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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, DraftKings Inc.

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You want your team to excel.

The meetings stay polite. The decisions come slow. The one real issue hasn’t been said out loud in months, and everyone’s working around it.

That’s not a people problem. It’s what happens when a team can’t say the hard thing to itself.

You can’t fix it from inside the team. You need someone neutral, who can hear what’s not being said, ask the question no one will, and keep the room safe while it gets answered.

Mark Mohammadpour is facilitating a conversation at a conference.

Zero fluff. Full impact.

Neutral, always. Mark works for the outcome, not the loudest voice in the room. Every voice gets heard, not just the senior ones.

Safe enough to be honest. People say the real thing only when it’s safe to. Mark builds that room, where hard truths land as progress, not as attacks.

Whole-team, whole-person. Every session holds three things at once: how people are doing, how the team works together, and what the business needs.

You leave with a plan. Not a feeling. A written plan, with decisions, owners, and dates.

A man in a blue sweater speaking into a microphone during a presentation, with an audience member taking a photo and a large yellow presentation slide in the background.

What a facilitated session looks like.

Discovery call. 45 minutes. No deck, just questions, so Mark maps the real problem before he builds anything.

Pre-work. An anonymous team pulse. Mark builds the session from what your team actually says, not what you assume.

The session. Half-day or full-day, in person or virtual. Real conversation, guided exercises, and a written plan your team leaves the room with.

Follow-up. A 30-day check-in. A one-day session is a start, not a finish line.

What the team walks out with.

Clarity. A shared read on the real problem, not the polite version.

Ownership. Who’s doing what, and by when.

A rhythm. A way of talking that doesn’t fall apart three weeks later.

Trust. The kind you can see in how the team keeps talking after Mark leaves.

A man giving a presentation on stage in front of dark blue curtains, wearing a white shirt and navy pants, holding a microphone in his right hand and gesturing with his left hand.

Offsites that actually work. No trust falls.

Most offsites end with a nice dinner and a plan that’s forgotten by Wednesday. Mark’s end with a plan your team wants to run, and the trust to run it.

An offsite is facilitation with room to breathe. Same neutral guide, same real conversation, just more time, away from the day-to-day.

Three ways in:

Half-day reset. One big question, one clear plan.

Full-day friction-solve. For cross-functional teams working through a real sticking point.

Two-day inflection point. For executive teams facing new strategy, new structure, new stakes.

Every offsite is built around your team’s real challenges, facilitated by Mark, never handed to a junior associate.

“Mark quickly built trust and rapport with our team, as though he had been working with us for years. we highly recommend him as a facilitator.”

— College of American Pathologists

Book a session 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 is an executive team facilitator?

1

An executive team facilitator is a neutral, expert guide who helps leadership teams navigate complex challenges, resolve conflict, and achieve alignment. Unlike a consultant who tells you what to do, a facilitator designs the process that allows the team’s collective genius to solve the problem.

When should a company hire a professional facilitator?

2

Companies hire a facilitator when facing strategic pivots, leadership transitions, deep-seated team conflicts, or when planning a high-stakes leadership offsite.

What is the ROI of professional team facilitation?

3

The primary ROI of team facilitation is increased talent retention and accelerated decision-making.

Why hire an external facilitator instead of using an internal resource?

4

An internal leader or HR professional, no matter how skilled, has existing relationships, biases, and reporting structures that often prevent an executive team from being completely honest. An external, professional facilitator brings absolute neutrality to the room. This ensures that the most difficult conflicts can be addressed and resolved safely, without the fear of internal office politics or retaliation.