Most consulting wants to become part of your furniture. We plan our exit from day one. A standard engagement is twelve weeks, broken into three honest phases — and we’ll tell you in week two if we’ve already learned enough to leave early.
The reality check.
What we believe: you already have most of the answers. They’re buried under politics, assumptions and daily firefighting — not missing.
What we do: talk to the people the slide deck didn’t include. Map what’s actually broken vs. what people think is broken. Write the version of the situation everyone privately suspects but no one has yet put on paper.
What you get: a clear picture of what’s really happening — not what the quarterly report says.
Weeks 1–2
The unleashing.
What we believe: your people want to excel. They’re trapped in broken systems and unclear expectations — not in absence of talent.
What we do: build roadmaps that actually hold up. Set metrics that mean something. Remove the obstacles your team didn’t think they were allowed to remove. Coach leaders through real decisions, not table-top exercises.
What you get: immediate visible motion. Team morale shifts inside the first month. Things start shipping.
Weeks 3–8
The hand-off.
What we believe: the best transformations are self-sustaining. If we’re still needed in month six, something earlier in the engagement went wrong.
What we do: transfer knowledge instead of dependency. Build the internal capability that carries the work after we leave. Document the operating model the team now owns.
What you get: an independent, high-performing team that knows where it’s going — and a phone number it doesn’t need to call.
Weeks 9–12
What you should expect from us
Speed over politics.
Decisions in days, not quarters. Politics slows everything down — we cut through it. Politely the first time.
Inside-out solutions.
External best practices rarely fit your context. We design with the talent and constraints you actually have, not with the talent some other company actually had.
Real transparency.
We’ll say the things your own team is afraid to say — to your team, to your board, and to you. Including when we’re the wrong people for the job.
Exit-first design.
Every milestone is measured against one question: are we closer to not being needed? The answer is supposed to be yes.
Frequently asked
How fast can you start?
Once scope is agreed, usually within two weeks. We turn around an initial scoping note within 48 hours of our first conversation.
Do you take success fees?
Where the engagement supports it, yes — and we prefer to start the conversation there. Some engagements (board advisory, pure assessment) don’t have a clean outcome to peg a fee to; we’ll be upfront about which is which.
Will you sign an NDA?
Of course. Most of our work is under NDA. The client list on this site is the public subset.
What if the right answer is “we shouldn’t work together”?
We’ll tell you, and where we can we’ll point you to someone better suited. We’d rather lose a deal than take a bad one.
Do you do anything outside the three rooms on the home page?
Occasionally — board advisory, fractional C-level, NED roles. If you’re not sure, just ask.