We help leaders translate strategy into execution—clear priorities, aligned teams, operating rhythm, and rapid course-corrections. This work accelerates when the organization adopts a strategy-focused operating model.
Ideal when:
- Strategy exists but isn’t landing across the organization
- Leadership alignment is uneven and decisions are slow
- Execution is fragmented across functions or regions
- Accountability and decision rights are unclear
- The organization needs a sustainable operating system
- Organization morale is low
What we deliver:
- Shared definition of success: align leadership on the destination, priorities, and what “good” looks like (measures that matter)
- Strategy translated for the whole organization: a simple, repeatable narrative that connects people → capabilities → client value → financial goals
- Organization-wide alignment and ownership: clarify roles, decision rights, and accountability so execution doesn’t bottleneck at the top
- Mobilization that energizes teams: create momentum through listening, engagement, and empowerment—so people choose to own the change
- Operating cadence that sustains execution: install the rhythm (KPIs, reviews, and follow-through) that keeps priorities on track
- Course-correction built in: identify friction early, remove blockers, and adjust quickly as conditions change
First 30 days:
- Align on the destination: confirm goals, define “what success looks like,” and agree on the few measures that matter
- Listen and mobilize: stakeholder interviews to understand friction points, build buy-in, and identify where energy already exists
- Translate strategy into operational terms: priorities, owners, milestones, and a simple narrative that connects people → capability → client value → financial results
- Clarify ownership and decision rights: roles, accountability, and escalation paths so execution doesn’t bottleneck at the top
- Install the operating cadence: KPIs, meeting rhythm, action tracking, and follow-through expectations
- Deliver early wins: remove top blockers and launch 2–3 visible improvements that build momentum
Next 60 - 90 days:
- Scale the model beyond leadership—department and regional alignment with shared language and priorities
- Strengthen execution discipline (cadence, KPIs, forecasting, and accountability loops)
- Launch cross-functional initiatives with clear ownership and measurable targets
- Embed communication and reinforcement so changes stick
- Establish communication and feedback
3 - 6 Months:
- Scale the model beyond leadership—department and regional alignment with shared language and priorities
- Strengthen execution discipline (cadence, KPIs, forecasting, and accountability loops)
- Launch cross-functional initiatives with clear ownership and measurable targets
- Embed communication and reinforcement so changes stick
- Establish communication and feedback
Engagement options:
Executive Advisory | Interim | Fractional