HOW WE WORK
A 90-day leadership advisory engagement.
Three levels. Measured from start to finish.
We work with each leader, the leadership team and the organisation around it, so the time and headspace you win back don’t disappear when the pressure returns. Here is exactly what happens, what it asks of your team, and what you get.
WHO IT’S FOR
CEOs and leadership teams who are too busy to lead.
Typically a CEO or MD and their leadership team of 6 to 12 people, in a company of 100 to 1,000. The strategy is clear. What’s missing is the time, headspace and trust to deliver it.
TEAMS USUALLY CALL US WHEN
A new leadership team or CEO is taking over
A reorg, merger or strategic pivot is under way
A family business is handing over to the next generation
A major AI or systems rollout is stalling
An engagement survey shows overload
The next leadership offsite is on the calendar
THREE LEVELS, ONE ENGAGEMENT
Consultants redesign the system. Coaches work on the person. Change holds when both move together.
LEVEL 1
The individual leader
Their own load, focus and recovery, and how they decide under pressure.
What each leader gets: a private profile, two 1:1 sessions with Virginia, and personal commitments they own.
LEVEL 2
The leadership team
How the team meets, decides and speaks up when it matters.
What the team gets: a shared picture, new meeting rules, clear decision rights and protected focus time.
LEVEL 3
The organisation
How the new rhythm and AI adoption carry across the management layers.
What the organisation gets: the structural changes the team can’t make alone, and a plan for the next layers.
WHAT WE MEASURE
Four things decide whether a leadership team can deliver.
Load
Where the team runs out of capacity.
We look at: meeting hours, focus time, switching, recovery.
Decisions
Where they slow down or get stuck.
We look at: decisions deferred, decision rights, rework.
Trust
Whether people speak up when it matters.
We look at: voice, dissent, raising problems early.
AI readiness
Whether the team can absorb new tools and change.
We look at: learning agility, confidence, adoption.
Validated assessments for each leader, plus calendar and meeting data. Individual results stay private; the team sees the aggregate.
THE 90 DAYS, STEP BY STEP
What happens, and what you get.
01
WEEKS 1–3 · REMOTE
Leadership Diagnostic
We measure all four dimensions across your leadership team, and agree two or three of your own metrics that the engagement should move.
YOU GET
A private profile for each leader
A 45-minute 1:1 debrief for each leader
A team heatmap
A 90-minute readout with the whole team, and the offsite agenda
02
WEEKS 4–6 ·
ON-SITE
The Offsite
One or two days, built entirely on your team’s results. The team tackles the one or two constraints that matter most, on real work and real decisions.
YOU GET
Personal commitments for each leader
Team agreements: meeting rhythm, decision rights, protected focus time
The structural changes needed around the team
A 90-day plan with an owner for every change
03
DAYS 30–90 · LEADERS AND TEAM
Embed and re-measure
The weeks after the offsite are when most change fades. This is where we stay close: with each leader, and with the team.
YOU GET
A mid-point 1:1 with each leader (around day 45)
Two 60-minute team check-ins
A re-measure at day 90
A before-and-after report for the CEO
THE BUSINESS CASE
Eight leaders at €180k loaded cost is €1.44M a year in leadership time.
Giving each leader back four hours a week is about 10% of that capacity: roughly €144k a year, redirected to the work only they can do. That’s before counting faster decisions, fewer stalled initiatives, and the people who stay because the pressure became manageable.
Illustrative. We agree two or three of your own metrics up front and report on them at day 90.
WHAT IT ASKS OF EACH LEADER
Diagnostic assessments ~20 min
1:1 debrief 45 min
Team readout 90 min
The offsite 1–2 days
Mid-point 1:1 45 min
Two team check-ins 2 × 60 min
Total, outside the offsite about 5 hours over 90 days
AFTER 90 DAYS
The person graduates. The organisation keeps going.
Ongoing advisory
Many teams keep us on as standing advisors: monthly sessions, a quarterly reset, and support for the big decisions.
The next management layers
The same approach, in a standard format, for the teams below. Delivered by Virginia and a small bench of senior associates.
A quarterly pulse
A short check of load, decisions, trust and AI readiness every quarter, with a one-page report for the CEO, so the gains stay visible.
QUESTIONS WE’RE OFTEN ASKED
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Coaching works on the person and leaves the system unchanged. Consulting redesigns the system and leaves the people under the same pressure. We work on both at once: each leader, the team, and the organisation around it, because change only holds when the person and their environment move together.
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No. Each leader's profile is private and discussed only with them. The team and the CEO see the aggregate picture.
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The Diagnostic, the 1:1s and the check-ins are remote. The offsite is on-site, at your location or a venue of your choice. We work across Europe, North America, the GCC and beyond.
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Engagements run in English.
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Yes, and it’s the most common way to start. We run the Diagnostic beforehand and build the offsite on your team’s results, so the day changes how you work on Monday, not just the strategy deck.
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Item descriptionYes. The Leadership Diagnostic works on its own, and its fee is credited in full if you continue. Many teams also start with a keynote for a wider leadership group.
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Every engagement is led by Virginia Palm personally. For rollouts across several teams, she works with a small bench of senior associates.
“She brings both the rigour of a strategist and the depth of a psychologist. She does not let you off the hook, but creates conditions where doing the hard work actually feels possible. Our ExCo came out genuinely changed.”
CHRO · EUROPEAN SCALE-UP
WHERE TO START
A 30-minute conversation is the right first step.
No prep needed. You’ll leave with a clear view of where your team’s time and headspace are going, whether or not we work together.