My Method
This is how we get there.
Most leaders know something is off before they can name it. What's harder is knowing where to start, and what to do in what order so the work actually sticks.
This is a structured, sequenced process. It starts with you, moves through your team, and builds the conditions for your business to run on clarity and capability rather than your constant presence.
What changes.
Six months from now, the calls needing your input slow down. Your managers handle conflict directly instead of escalating to you. You travel without the low-grade anxiety that the business will wobble while you're away. The afternoons you've been promising yourself, the ones for actual thinking, creating, breathing, those come back.
Not because you worked harder. Because the structure finally matches the team you actually have.
The Process
Each step builds on the one before it. Skipping steps doesn't save time, it costs clarity.
Step 1, You, Your Business and Your Role
This is where we start. Always.
Without this diagnostic step, everything else is guesswork.
Before I look at your team, I get clear on you. How you're wired as a leader, where your strengths sit, where the pressure builds, and what your non-negotiables actually are, the behaviours, standards, and ways of working that you need around you to do your best work.
You'll complete a short business questionnaire covering your vision, your values, what's keeping you up at night, and how the business is currently running versus how you want it to run. You'll share your role in the business, even in dot point form, and the three things you'd change if you had a magic wand.
Then the profiling begins.
You complete two assessments. The first is a personality and work-style profile that maps how you take in information, make decisions, communicate and respond under pressure. The second is a leadership psychometric that surfaces your values, reliability signals and likely behaviour under pressure.
Once I have both sets of results, I meet with you for (usually about two hours). I walk you through what the combined data is telling me, we talk through what resonates, and I produce a profile report that gives you a clear picture of your leadership style, your predictable friction points, who you need around you, and the practical changes that will make the biggest difference.
Most leaders leave this session with the "that all makes sense and now I know what to do about it" moment they didn't know they were looking for.
Step 1 is $775 and will be credited in full against the team engagement when you're ready to continue.
The steps are designed to build on each other, each one makes the next more valuable, which is why I always start here. This is also highly valuable if you stop here, however the real magic happens when your whole team participate. That's why I credit this back, every time.
Step 2, Insight Profiles for Your Team and Team Dynamics Mapping
Once you understand your own wiring, I apply the same profiling process to each of your direct reports. Same tools, same depth of interpretation, same quality of snapshot.
This isn't about labelling your people. It's about understanding the specific combination of patterns sitting inside your team right now, where the natural strengths are, where the friction points are, and where the gaps between people are creating the dynamics you're already feeling but can't quite name.
Pricing for this step depends on your team size. As a guide, five direct reports, five profiles, five debriefs and team dynamics mapping comes to $4,400 less Step 1 credit.
Step 3, Team Profiling Workshop
With everyone profiled and individually debriefed, I bring the whole team into a room together. This is the first time the full picture is shared collectively, who takes the lead on what, where the natural friction sits between people, and what needs to shift in how you work together day to day. You leave with a team charter and a shared language for the dynamics that have been running under the surface for years.
Half day workshops start at $2,750, five hours together including all design, facilitation and post-workshop report.
Step 4, 360 Feedback
Now we validate. I ask direct reports, colleagues, and key partners to rate everyone's leadership on a short series of behavioural questions that link directly back to the profiling results and team dynamics.
This is where the gap between self-perception and actual impact becomes impossible to ignore, and where the most valuable development work almost always sits. What the profile predicts, the 360 either confirms or challenges. Both outcomes are useful.
The process takes respondents around 10 to 15 minutes. Results are collated, patterns identified, and feedback shared individually with each leader. Profiles and team dynamics are updated to reflect the full picture.
By this point you have your own profile, your team has theirs, and the dynamics are mapped. The 360 closes the loop, it's the external validation that turns insight into something nobody in the room can argue with.
360 feedback process for 6 people: $3,300, plus a one-off survey setup fee of $550 to build and administer the survey.
Step 5, Integration Workshop
The second workshop builds on everything the 360 surfaced. By this point the team has a shared language, a baseline of real self-awareness, and enough trust to have the conversations that previously got avoided. We revisit the charter, refine it with the new data, and identify the collective development areas the whole team would benefit from working on together.
This is also where I introduce the hiring diagnostic if you're building the team rather than working with an existing one.
Half day workshop pricing as per Step 3.
Step 6, Embedding and Progress Over 9 Months
This is where the work becomes part of how the business operates rather than a one-off initiative.
I come into your business as your people coach. I sit in on management meetings, observe team dynamics in real time, facilitate development workshops, and provide in-the-moment feedback. The profiling, team dynamics and charter stay front of mind, conscious and active, so that natural habits don't quietly take over the progress that's been made.
Nine months into this phase the change is visible. Not because everyone suddenly became different people, but because the structure around them finally makes sense.
The rhythm of this engagement is different for every team because every team is different. I design it based on what your data tells me you need.
To give you an example, six leaders, monthly development workshops, bi-monthly individual coaching and attendance at regular meetings and responding to day to day occurrences for 9 months: $1,700 per month.
Less than 9 months won't enable us to embed different behaviours and habits.
The 12 Month Journey
This is what a full engagement looks like from first session to embedded, functioning team.
Months 1 to 3, Building the Foundation
Month 1 is yours. Before I look at your team, I get clear on you, your leadership wiring, your non-negotiables, your pressure points, and the gaps between how you think you show up and how you're actually experienced.
Months 2 and 3 move through your team. Each leader completes the profiling process and receives their individual debrief and snapshot report. Once everyone is profiled I map the full team dynamics, surface the patterns, and bring the whole team into the room together for the first workshop. You leave with a team charter and a picture of your team most founders have never had before.
Month 3, The Full Picture
The 360 feedback process runs across the whole leadership group. Results are integrated into each individual profile and the team dynamics map is updated to reflect the complete picture. The integration workshop closes out this phase.
Months 4 to 12, Embedding
This is where the structure becomes habit. I come into your business as your people coach, sitting in on management meetings, facilitating monthly development workshops, running bi-monthly individual coaching sessions, and responding to the day to day situations that test the work.
Nine months into this phase the change is visible in how your team operates, not because everyone suddenly became different people, but because the structure around them finally makes sense.
Month 12, Validation
At month 12, I reprofile everyone and run the 360 again. Not because I expect perfection, but because the data will show you exactly how far you've come and where to focus next. This is your before and after, measured in the same way the journey started, so the shift is visible, tangible, and impossible to argue with.
The Investment
12 Month Program (Step 1 to Step 6)
6 leaders: $2,498 per month
8 leaders: $2,865 per month
10 leaders: $3,231 per month
Your Step 1 investment of $775 is credited in full against your 12 month program.
Additional leaders beyond 10 are priced at $2,200 per person for the full 12 month program, including profiling, debrief, 360 inclusion, individual coaching across the embedding phase, and month 12 reprofiling and 360 rerun.
Your exact investment is confirmed after Step 1 based on your team size.
One more thing worth saying honestly.
This isn't a silver bullet. But there is something close to magic in this process, in the moment when a leader sees their data clearly and says "yes, that's accurate, and now I know what I can do about it." And then wants to do their whole team.
The magic is in the implementation. The repeated reinforcement. The shared language that builds over time. Quick wins and epiphanies happen early. Lasting change happens when the model is embedded into how the business runs.
Less than 9 months of embedding won't shift behaviour at a structural level. The 12 month commitment exists because that's what actually works.
Ready to start?
Our first conversation is complimentary. I listen to what's happening in your business, and we work out whether this process is the right fit for where you are right now.
If it is, we start with Step 1. If it isn't, you'll leave with a clearer picture of what you actually need. Either way, the conversation is worth having.