The Leadership Operating System
Leaders shouldn’t have to be in the room for their most important goals to move forward. The Leadership Operating System (LOS) installs a proven framework within your team, giving them the clarity they need to execute the strategy you’ve set.
👉 Outcome: Your team advances your vision with consistency—even in your absence.
How it Works
The LOS is a 12-month accelerator 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 onsites (quarterly anchors)
Ongoing practice, observation, and feedback between onsites
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
What’s included:
Org Health Quiz for Leaders
Org Health Quiz for Employees
Working Genius Assessment
Licensed Use of POPin, the Honest Conversation Platform
Deliverables:
LOS Toolkit Integration: Implementation of LOS tools into daily operations, including meeting structures, feedback systems, and performance management practices.
Facilitated Workshops: Four onsite sessions focused on the LOS pillars (Trust, Alignment, Communication, Accountability), designed to reinforce and practice key concepts.
Coaching Hours: Ongoing consulting/coaching hours for observing meetings, 1:1 sessions, and ad hoc team needs.
Org Health Assessment Refresh: Reevaluating team performance on LOS foundations
Digital Access: Access to the Consultant’s digital resources, including coaching videos and leadership courses.
Cost
This engagement will span 12 months with a fee of $76,000, inclusive of travel expenses. Payment terms are as follows:
$19,000 upfront, due within 30 days of signing the engagement letter.
$19,000 invoiced at the end of each subsequent quarter.
LOS Outcomes
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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.
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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.
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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.
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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.