Three to five weeks. Twenty-five thousand dollars. No commitment to anything that follows.
Most consulting requires commitment to a full engagement before substantial diagnostic work happens. That structure asks you to decide about the largest thing first, on the least information.
Here the diagnostic stands on its own. You engage it, you receive it, and you decide about intervention afterward based on what it surfaced. There is no commitment to further work. Some leaders find the diagnostic alone gives them enough understanding to make meaningful changes without the intervention engagement at all.
Most consulting diagnostics produce findings that read as general observations. The team needs better communication. There are trust issues. Decision-making is unclear. Those can be entirely true and still not tell you what to do differently on Monday.
The diagnostic identifies which of the five integration domains — Authority Integrity, Attention Precision, Structural Dissent, Decision Velocity, or Performance Stability — is the primary constraint operating in your leadership team, and which specific patterns within that domain are producing the friction you are experiencing.
It also maps how the constraint is showing up across the other four domains, which effects would improve if the constraint were resolved and which would not, and what specific changes the situation calls for. Different primary constraints require different interventions. Getting that identification right is what makes intervention specific rather than generic.
An initial consultation establishes scope and confirms that this is the right work for your situation.
Four to six hours of diagnostic sessions with you as the leader, across one or two sessions. These are structured sessions working through each domain, not open-ended conversations.
Where we agree it makes sense, interviews with members of your leadership team and observation of one or two leadership team meetings. Watching the team operate surfaces patterns that description alone does not.
Analysis and synthesis, which is substantial work between the sessions and the delivery.
A working session where we go through the findings together. This is not a presentation. The point is to test the identification against what you know about your team and refine it.
A comprehensive written report delivered at the end.
A written report, typically thirty to fifty pages, identifying the primary constraint, describing the cross-domain patterns, and setting out specific recommendations.
Shared understanding from the working session, which is the part leaders most often say changed how they see their team.
Recommendations you can act on with or without engaging further, and clear ground for deciding whether the intervention engagement fits your situation.
Twenty-five thousand dollars.
The fee is calibrated to what the work substantively requires: the consultation, the diagnostic sessions, the team interviews and meeting observation, the analysis, the working session, and the report.
Payment splits in two — half at engagement start, half at delivery of the report. No commitment to intervention is required at any point.
Before any engagement there is a conversation. You describe what you are experiencing in your leadership team, I tell you whether it fits what this work addresses, and we establish whether diagnostic engagement is the right next step. Thirty minutes, no preparation needed.
If it is not the right work for your situation, I will tell you that.