The Setup
STRATA
The patterns that got the business here aren't fully matched to what's next. Strategic alignment exists on paper, but collective execution doesn't follow. Decisions take too long. Accountability is soft. The same team dynamics keep surfacing in different forms.
You've tried offsites. Trainings. Maybe a coach or two. Progress shows up briefly, then fades. The work doesn't stick because nothing is structured to hold it in place.
Who It's For
STRATA is built for leadership teams at an inflection point.
Not for: one-time offsites, generic leadership training, or a single-instrument assessment without follow-through.
This is the moment STRATA is built for.
Scaling organizations where the leadership patterns that worked at one stage are constraining the next.
Post-acquisition or post-restructuring teams rebuilding collective leadership against a changed operating context.
Teams preparing for succession or transition where the bench has to develop to meet what's coming, not what got the business here.
Established leadership teams with strategic alignment in place, but collective execution or accountability not yet where it needs to be.
How It Works
A foundational assessment, then a structured engagement.
Most leadership development starts with a methodology. A preferred instrument. A signature framework. A sequence the consultant already knows how to run. The client gets what the consultant sells, regardless of what the organization actually needs.
STRATA starts somewhere else. Every engagement begins with a clear read of what the organization is trying to accomplish, where it is today, and the gap between the two. The instruments, the sequence, and the shape of the work are chosen from that read, not before it.
Phase One: The Foundational Assessment
We develop a clear read of your organization — what it's trying to accomplish, where it is today, and what's actually in the way. The output is a recommended pathway, scoped for your specific context. Starts at $10,000.
Phase Two: The Retained Engagement
If you choose to proceed, we activate the work monthly. Individual coaching, quarterly leadership team reviews, development tracks for each leader. Where needed, we layer in strategic facilitation at critical inflection points. And — when you're ready — we connect accountability directly to your performance and compensation systems.
The Toolkit
Instruments chosen for your question, not ours.
STRATA's toolkit is deliberately plural. Depending on what the assessment surfaces, we deploy:
- Strategic Activation — is the strategy you're leading against actually coherent, policied, and integrated?
- Team Performance Curve — where does the team actually sit?
- Five Dysfunctions — what's underneath how the team works together?
- Succession Profile (TSP) — is the leadership pipeline ready for what's coming, not just what got us here?
- MBTi / LCP 360 — how is each leader actually showing up?
- Collective Leadership Assessment (CLA) — how effective is the team as a system?
The differentiator isn't the instruments. It's knowing which one, when, and why.
The Five Components
How the work gets delivered.
Three core components run through every retained engagement, with two optional components available when the engagement calls for them.
C1 — Strategic Facilitation (optional). High-stakes facilitation for quarterly strategy meetings, offsites, and other inflection points. Passive (observing or listening) or active (co-leading), depending on what the moment needs. Scoped separately from the core engagement.
C2 — Quarterly Leadership Team Reviews. Accountability audit paired with forward-looking strategy adaptation. Not a status update.
C3 — Monthly 1:1 Coaching. Standing partnership with each leader, anchored to their documented development goals. Ad hoc access between sessions.
C4 — Individualized Development Tracks. Capability tracks that emerge from each leader's assessment results and development goals.
C5 — Accountability & Performance Integration (optional). Formally connects development progress to performance evaluation and incentive-based compensation systems. Activated when you're ready and your performance infrastructure can support the linkage. Scoped separately from the core engagement.
Why It Works
Leadership development fails not from lack of motivation, but from lack of mechanism.
STRATA provides the mechanism. The work builds internal leadership muscle, not dependence on the coach. Its impact reaches beyond the team into organizational culture.
Commitments become visible.
Goals are documented against actual assessment results. Observable. Peer-accountable.
Coaching compounds.
Monthly work creates the conditions for behavior to build rather than decay under daily pressure.
Reviews audit honestly and adapt strategy.
Quarterly sessions are structured accountability checkpoints — and recalibration moments.
The performance loop closes.
When C5 is active, development becomes a real variable in how performance is measured. Not a parallel program that sits outside the review.
The Cadence
Monthly. Quarterly. Annually.
Monthly
Individual coaching. Progress documented. Patterns named.
Quarterly
Leadership team review. Audit progress, adapt strategy, recalibrate.
Annually
Full collective leadership assessment. Report, debrief, calibrate against what has actually shifted.
Next Step
Start with a conversation.
No obligation. We'll develop a working hypothesis of what's going on in your organization and scope what a foundational assessment would involve.
If we're the right fit, we move into the foundational assessment together. If we're not, you leave the conversation with a clearer read of where to focus.