The Leadership Operating System

Leaders shouldn’t have to be in the room for progress to happen. The Leadership Operating System (LOS) installs a proven framework inside your team so trust, alignment, communication, and accountability become part of how work gets done every day.

👉 Outcome: Your team advances your vision with consistency—even in your absence.

How it Works

The LOS is a 12-month journey that combines coaching, consulting, and tools. It’s not a one-off workshop—it’s a system that changes how your team leads and executes.

The Rhythm:

  • 4 offsites (quarterly anchors)

  • Ongoing practice, observation, and feedback between offsites

  • 1:1 coaching + leadership team sessions

  • Tools, templates, and playbooks to reinforce behaviors

The Tools & Outcomes:

Throughout the journey, your team receives:

  • Playbooks & templates (Plan-on-a-Page, OKRs, meeting rhythms, feedback guides)

  • Diagnostics & assessments (Org Health Quiz, Working Genius, 1:1 interviews, crowdsourcing sessions)

  • Reinforcement activities (coaching, observation, practice feedback)

What changes:

  • Teams stop waiting for direction

  • Priorities are clear and consistently reinforced

  • Meetings and 1:1s drive accountability instead of wasting time

  • Progress continues without the leader being the bottleneck

Get Started

The LOS is designed to be installed in 12 months, but its impact lasts far longer.

LOS Outcomes

  • This helps your team master key behaviors that promote psychological safety. Leaders will feel more comfortable speaking up and speaking out about their ideas, concerns, and questions. This will boost productivity, innovation, and effectiveness.

    Specific tools & templates include how to: a) Leverage different work styles; b) Mediate conflict; c) Elicit feedback and act; d) Provide constructive feedback about behaviors holding the team back.

  • This aligns your leaders on four areas of clarity needed by your broader team and stakeholders: purpose, behaviors, roles, and priorities. The output of this work is a “playbook” that can be shared throughout the organization.

    Specific tools & templates include how to: a) Get aligned on purpose, priorities, desired behaviors, and roles; b) Build a plan-on-the-page to create clarity for all employees; c) Develop OKRs for top leaders that support the plan-on-the-page.

  • This builds your team’s toolbox to galvanize stakeholders and employees. It will make them stronger change leaders who can activate your “playbook” and initiatives more effectively.

    Specific tools & templates include how to: a) Galvanize your employees to your plan-on-a-page and OKR’s; b) Build preference for the plan; c) Capture feedback and input to make the plan stronger.

  • This institutionalizes systems to reinforce goals and expectations. It includes a toolbox to reinforce goals and expectations such as better use of meetings, 1:1 feedback, performance management, and hiring practices.

    Specific tools & templates include how to: a) Cascade OKRs into employees’ goals; b) Use one-to-one meetings to provide performance feedback and help employees get unstuck; c) Leverage team meetings to reinforce the plan-on-a-page and to ensure progress; d) Elicit feedback about the work environment and act.