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Services

Five services for the leadership team.

Each service is built for a moment in the life of a senior team - the moment after change has arrived but before the team has caught up to it.

01

Leadership Team Alignment

The flagship engagement, and the work we are best known for. A structured ninety-day program for senior teams that have stopped functioning as a unit - usually because something has changed underneath them and the team has not caught up to it. The shape of the work is consistent: confidential one-to-one interviews, a written read-back to the CEO and then to the room, a two-day off-site to redesign meeting cadence and decision rights, and weeks of in-room work as the new pattern takes hold. By the end, the team owns the cadence. We hand back and stay reachable.

  • Confidential interviews
  • Written read-back
  • Two-day off-site
  • Cadence & rights redesign
  • In-room facilitation
  • Clean hand-back
02

Post-Merger Integration

Most integrations are lost at the senior table well before they are lost anywhere else. We work in the first two quarters after close with the combined leadership team - the people who, on paper, are now one team and who, in the meetings, are still mostly two. The output is not a synergy spreadsheet; it is a senior team that can take decisions together at the speed the integration plan assumes. Decision-rights mapping, top-team operating model, off-site contracting, and steady support through the period the integration plan calls quiet but in practice is anything but.

  • Combined-team contracting
  • Decision-rights map
  • Top-team operating model
  • Synergy ownership
  • Integration cadence
03

Post-CEO-Transition Coaching

A new CEO inherits a senior team that worked, sometimes for years, for someone else. The first hundred days set the pattern; the next two hundred decide whether the team becomes the new CEO’s or stays the previous CEO’s by default. We work alongside both - coaching the CEO on the team and the team on the CEO - so the transition is real rather than ceremonial. Quiet, paired work: the CEO and the team, in parallel, until the room belongs to its new shape.

  • CEO-team contracting
  • Inherited-team diagnostic
  • First-100-days design
  • Pattern-of-work reset
  • Successor on-ramp
04

Strategy-to-Structure Translation

Strategy decks rarely fail in the room they were written in. They fail when the structure underneath them does not match the strategy the team has signed off on. We do the translation work: turning the strategy on the page into reporting lines, decision forums, accountabilities and a calendar that make the strategy executable. Often the right next step after a strategy refresh, and often the cheapest fix to a strategy that “isn’t landing”.

  • Org-design redraft
  • Forum & cadence design
  • Accountability map
  • Calendar & rhythm
  • Cross-functional wiring
05

Executive Team Coaching

The quieter, longer-arc work. A retained engagement that meets with the senior team monthly and the CEO every two weeks, holding a steady mirror up to the team’s operating habits and surfacing the small frictions before they become structural. Often what an alignment engagement turns into once the heavy lifting is done. Where alignment work needs to survive the day-to-day rhythm between sessions, we often recommend the HeyRamp platform - it carries the leadership team 1:1 and review rhythm cleanly without adding admin to the chief of staff’s plate.

  • Monthly team session
  • CEO biweekly check-in
  • Quarterly recalibration
  • Discreet on-call advisory
  • Annual off-site
A 90-Day Alignment Engagement

What the engagement actually looks like.

The shape below is the standard ninety-day alignment program. The content is always particular to the team in the room.

Week 0Contracting

Scope, contract and ground rules

A first conversation with the CEO and (where appropriate) the chair to scope the work, agree confidentiality terms, and confirm the room is ready. We will turn down engagements where it isn’t.

Weeks 1-2Listening

Confidential one-to-one interviews

Sixty to ninety minutes with each member of the senior team. Unattributed. The work begins by hearing what is not yet being said in the room.

Week 3Read-back

Written read-back, CEO first

A short written document - usually six to eight pages - laying out what is misaligned, what is structural, what is interpersonal, and what should be left alone. Shared with the CEO before the team.

Week 4-5Off-site I

Two-day team off-site

The read-back is opened to the room. Meeting cadence, decision rights, accountabilities and forum design are reworked together and committed to in writing.

Weeks 6-10In-room

Weekly working sessions

We sit in the new meetings while the redesigned cadence takes hold. Weekly working session with the CEO and chief of staff to hold the line on the new pattern.

Week 11Off-site II

One-day recalibration off-site

Half-distance check. What is holding, what is slipping, what needs to be re-contracted. Adjustments captured in writing and re-committed.

Week 13Hand back

Clean hand-back to the CEO

Engagement closes. The team owns the cadence. We stay reachable for the quarterly recalibration if the team wants one - on a retained basis if the rhythm is worth holding.

Specializations

Where the practice has the most depth.

These are not separate services - they are the situations where our pattern of work pays back fastest.

Post-close M&A integration

First two quarters after deal close, with the combined senior team.

First-year-CEO situations

New CEOs working with a team they did not assemble. Months three to nine.

Owner-led restructures

Founder, family or sponsor-led firms going through a re-shape.

Post-fundraise resets

The leadership team after a Series B/C or a private-equity recap.

Succession at the top

Outgoing-CEO and incoming-CEO transitions handled with discretion.

Board-CEO alignment

The narrow but high-leverage work between the board chair and the CEO.

Strategy that isn’t landing

Where the plan is sound but the structure behind it does not yet support it.

Leadership team off-sites

One- and two-day facilitated off-sites for senior teams at inflection points.

Engagement Formats

Three formats. Match the shape to the moment.

Most clients begin with a diagnostic read before committing to anything longer.

2 - 3 Weeks

Diagnostic Read

Confidential one-to-one interviews with the senior team, a short written read-back, and an honest recommendation on whether a full alignment engagement is the right next step.

90 Days

Alignment Engagement

The full ninety-day program. Diagnostic, structural redesign, two off-sites, weekly working sessions with the CEO and chief of staff, and a clean hand-back at the close.

Ongoing

Retained Advisory

Monthly team session, biweekly CEO check-in, quarterly recalibration. For senior teams who want a steady outside eye on the cadence without going back into engagement mode.

A First Conversation

Tell us what just changed.

A short paragraph on the moment your senior team is in is enough. We come back with a thirty-minute first call and an honest read.

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