Coaching and Consulting Services

Define your personal “why” for leading.

Anchor the organization in a clear purpose.

Envision success across mission, values, end customers, and economics.

Keep it simple, specific, and memorable.

Flare then focus teams to drive ideation and decisions.

Record, refine, and roll out key information.

Negotiate defined outcomes against resources with leaders.

Treat authority as a resource.

Break down the vision into annual priorities that include measurable targets and clear definitions of done.

Translate those into departmental and team-level plans, ensuring completeness and avoiding overlapping responsibilities.

Enable an analytical agenda by mapping high level goals into measurable, supporting team targets and activities.

Set annual and quarterly goal cycles and hold business reviews.

Use weekly or biweekly cycles to track progress and reset as needed.

Hold a Weekly Business Review to Tie It Together.

Measure and report after every performance cycle. 

Iterate and adjust rather than waiting for certainty.

Use debriefs to celebrate wins, diagnose misses, and continuously improve predictability and accountability.

Nest team performance cycles in larger team WBRs and QBRs, ultimately laddering up to the Annual Planning cycle. 

Reward shared outcomes, not siloed activity.

Keep compensation and recognition consistent with purpose.

Develop a toolchest of leadership styles.

Prioritize vision-setting and coaching when leading large teams.

Use directive and affiliative styles sparingly, and only in the right circumstances. 

Protect your own energy, health, and perspective across four foundational dimensions of health: Physical, Financial, Digital, and Mental.