For Culture.

The best product will only make it so far without a team to support it.

Humanity matters.


We all have that story of our first mentor—the first leader who believed in our capabilities, who spent time learning our strengths, who trusted us and helped us become better.


Whether it was your first big project, your first failure forgiven, or your first nickname, you remember. And you likely still get choked up over it.


We all have that story because GOOD LEADERS—whether they are managers or not—foster joy and fulfillment in the workplace.


They bring integrity, goodness, humanity, and trust.


They grow people. They grow teams.


And they grow companies.


Your team is both your largest operating cost and your source of greatest operational risk.


And yet, more often than not: 


  • Newly promoted managers are not taught how to hire, administrate, or manage.
  • Proven leaders hired from outside an organization are given little, if any cultural guidance.
  • The balance between systems and new hires is often sacrificed to growth targets.


We can help by giving you an objective view into your status quo, as well as a plan for moving forward.

~57%

Workforce cost is typically an organization's largest operating cost at ~57% (WSJ, MyLogIQ).

~21%

Replacing an employee typically costs ~21% of that employee's annual pay (HBR, WSJ).

Being GOOD is worth the investment.

Scaling Teams

As you develop your team strategy, multiple factors will affect your growth trajectory...and your culture.


We can help your team determine the best way forward by providing strategy, recommendations, best practices, and most importantly: a way forward.



Retaining Top Talent

A great salary and benefits may attract A Players, but to stay, A Players need:

  • To be heard
  • Coaching and mentorship
  • Autonomy and trust
  • The space to make an impact
  • Leaders who value what motivates them
  • Communication

Build a culture that keeps them. 

Investing in Potential

You have hired and trained incredible resources from the ground up.


But how do you get them to the next level of expertise and gravitas? 

  • Coach them in executive presence
  • Teach them gravitas
  • Help them find their confidence
  • Train them on management skills
  • Invest in their experiences

Empower them to become the leaders you need them to be.

Bringing in Proven Leaders

At some point, it will become appropriate for you to hire external leadership. Ensure you're empowering them with everything they need to be successful: 

  • Cultural coaching
  • Communication
  • Change management
  • The art of listening
  • Team inheritance strategies
  • How to navigate being the new guard—with more experience

Culture Cleaning

A company is only as strong as its bad actors.


Strengthen your culture by: 

  • Actively strive for cultural health
  • Create training plans for inexperienced managers
  • Design leadership enablement programs, including assessment, training, and coaching
  • Put mentorship in place for up-and-coming talent
  • Have true consequences in place for bad actors

Decision Points Where We Can Help

Determining how much to invest in your old guard for leadership versus finding more experience elsewhere

Identifying those who are helping versus those who are hindering your growth

Identifying whom to train up versus whom to hire over

Deciding how to parse out Sales versus CX responsibilities

Identifying which of your managers are great leaders versus which are holding their teams back

Determining if you should grow your PeopleOps team versus stretch their current capacity model

Identifying which teams require more investment versus which could be optimized for efficiency

Identifying the balance of investing in more people versus more systems