Where to Start
How deep does the problem go?
Two diagnoses, two depths, and a free call if you're not sure which.
Ask four leaders what's holding the same company back and you'll rarely get the same answer. That gap is usually where the problem is, and it's where both diagnoses begin.
What changes is how far down we go. The Execution Diagnosis works on what's getting in the way of the goals you've already set, in three hours with your leadership team. The Organisational Health Diagnosis goes further: confidential interviews with your senior leaders over two weeks, read across seven dimensions, to find what's causing it underneath.
Focused
Execution Diagnosis
Three hours. Three constraints. One first move.
Best when you want to know whether your leadership team agrees on what's actually getting in the way of execution.
How it runs
- 20 minutes of private pre-work per leader
- 4–6 leaders, with whoever runs the company there throughout
- A three-hour facilitated session that works on where the answers don't match
You leave with
- Three constraints, ranked
- The first move on the one that matters most
- A two-page diagnostic note within 48 hours
Deliberately narrow. Not shallow.
How the three hours work ↓System-wide
Organisational Health Diagnosis
Seven dimensions. Root-cause discovery. A prioritised path forward.
Best when you need to understand how problems across the organisation connect, and what's causing them underneath.
How it runs
- Confidential one-to-one conversations with your leadership team
- Seven organisational dimensions assessed
- 10 working days from interviews to delivery
You leave with
- A root-cause analysis and report of key findings
- A seven-dimension heat map
- Prioritised recommendations
Not sure which one fits?
Start with a 30-minute conversation. We'll tell you honestly which diagnosis fits, or whether you need either.
Book a Free 30-Minute CallNo commitment, no pitch. Just a direct conversation about what you're dealing with.
Inside the Execution Diagnosis
It works on the plan you already have and whatever is stopping it from happening, so there's no reason to save it for your next planning cycle. If you're heads-down on delivery, that's when it's most useful.
Before the session, each leader spends about 20 minutes answering three questions in writing. The answers come only to us, and nobody's answer goes in front of the room with their name on it unless they choose to own it. Because everyone answers the same questions, the differences are hard to miss: a leader who's sure the team reads the goals the same way gets to see, side by side, how each of them actually reads them. Those differences are where the session starts.
The three hours
Where you think you are
We read back where the private answers agree, where they don't, and what the disagreement is about.
Where it's coming from
We trace those gaps back through the seven dimensions of organisational health to where they start.
What to do about it
Three constraints, ranked by what unblocks the most, and the first move on number one.
Within 48 hours you get a two-page note: the three constraints, why they're ranked that way, and the first move.
The person who runs the company, whatever their title, is in the room for all three hours. That's the one condition we don't bend on, because it decides whether the session ends in a decision or a discussion.
Inside the Organisational Health Diagnosis
Most people and leadership problems look like attitude, performance or communication issues on the surface. Underneath, they're usually something else: incentives pulling the wrong way, a structure that's outgrown its design, leadership gaps that have been promoted around rather than fixed, or a culture that was never written down and is slowly drifting.
We interview your senior leaders, the people whose decisions shape everything else, one at a time and in confidence. Then we read what they tell us against how the business actually runs. Four accounts of the same company, given privately, diverge more than anyone expects, and those gaps are usually where the cause is.
The seven dimensions we assess
Together, they're what we call your Performance Anatomy.
Dimension 1: Leadership & Decision-Making
How decisions get made, where they stall, and whether the right people have the right authority.
Dimension 2: People & Structure
Whether your org design matches your actual operating model.
Dimension 3: Talent Lifecycle
Where the gaps are between what you need and what you have, and whether your hiring, onboarding, and development practices are closing that gap or widening it.
Dimension 4: Culture & Incentives
What behaviours are actually being rewarded versus what's written on the wall.
Dimension 5: Strategy Alignment
Whether your stated priorities are reflected in how time, money, and people are actually allocated day to day.
Dimension 6: AI & Capability Readiness
Whether your workflows and operations are positioned to take advantage of tools that are already available.
Dimension 7: Execution & Operations
Where coordination breaks down, where work stalls between teams, and whether your processes are fit for the scale at which you're operating.
The output
After 10 working days you get a findings presentation and a written report covering:
01
Root cause diagnosis
A clear picture of what's actually driving the symptoms you're seeing, not a restatement of the problems you already knew about.
02
Prioritised recommendations
A ranked set of actions with commercial rationale: what to fix first, what can wait, and why.
03
A seven-dimension heat map
Where each of the seven dimensions stands, so you can see at a glance what is holding and what is not.
How we engage
Fixed scope
You know what you get upfront.
Confidential by design
Individual comments aren't attributed.
No mandatory follow-on
The diagnosis stands on its own.
If you want help acting on what we find, we can take on the follow-up work too, whatever shape it takes. It's scoped separately, and only if you ask.
Book a Free 30-Minute Call