Every organization operates in its own unique way, so we offer a range of solutions to meet each team’s needs—but it always starts with your most important number.
Senior leadership team
Gain clarity, alignment, collaboration, and accountability to drive better decisions.
The most important number and drivers (MIND) methodology transforms the way leaders think, work, and act. Rather than reactively jumping from crisis to crisis, decisions are made based on outcomes that are shared and supported across your organization.
Gain clarity, alignment, collaboration, and accountability across teams.
Rollout simple, sustainable changes to how each team thinks, communicates, and collaborates, resulting in everyone doing the right work, at the right time, in the right order. It all leads to achieving greater results in support of what is most important for your organization.
Make choices that accelerate value creation.
We believe that companies exist to create more value for the organization, employees, and customers. Achieving this requires defining where you are right now, where you want to go, and how you are going to get there. This removes ambiguity and creates alignment across the organization.
Connect culture to financial results.
Simply put, culture is what everyone agrees to do and how to do it—as an organization. This framework links your mission, vision, and values directly to your most important number, ensuring all team members are aligned and focused on applying intentional behavior to improve your most important number.
Improve alignment, focus, and results across the organization.
Finally, it’s time to cascade the MIND methodology across the entire organization, focusing all departments and teams towards a common outcome, thereby promoting cross-functional communication, collaboration, and results.
Capable leaders cause extraordinary things to happen.
Scaling requires organizations to develop results-driven leaders who create and support an energizing environment for their teams to achieve what is most important. It starts with assessing and coaching on competencies that contextually links the application of your leadership within the organization’s strategy and results.
Know where you stand and what’s expected of you, 100% of the time.
A successful performance snapshot methodology works when it simplifies and demystifies the performance management process for leaders and team members alike. This requires everyone engage in ongoing conversations based on the same three criteria: achieving the team’s most important number, clear role-based responsibilities, and cultural alignment.
Incentivize all team members to help everyone else win.
Compensation is a powerful force in driving value creation within an organization, yet it is rarely leveraged to its full potential. Create base wages that are equitable across all team members based on the value created and labor market conditions. Every team member will know exactly how their behaviors and results drive their compensation up or down over time.