YOU
US
operational
harmony
workforce
development
continuous
learning
values-driven small businesses &
social enterprises
Stop letting conflict and confusion bog you down, personalities don't need to run the show. Let us show you how to use clear roles, organized workflows, and documented systems to allow you focus each day on whats important and quit putting out the same old fires.
Be that job everyone remembers...for the right reasons. Harness your everyday tasks to become a business that builds and keeps talent, boosting morale and make costly turnover a thing of the past. A simple shift of mindset turns those routine duties into a vehicle for meaningful work.
You don't need to recreate the wheel every time you come to work. Learn how to start seeing the opportunity for improvement present in every moment. Start using tools that don’t just make things steady—turn them into systems that build a better operation every time you use them.
work-readiness & job training programs for untapped talent
Don't let chasing grants lead to chasing your own tail. Develop modular curricula and workflows that connect activities, materials, and outcomes while meeting participant needs and keeping reporting easy.
Become employers’ first choice by linking the skills they want to practical training activities that make learning stick.
Build programs that develop the skills that help participants navigate real-life barriers beyond simply finding and holding a job.
Is jumping from one funder's metrics to the next undermining the validity of your program? Start using evaluations that illuminate your story and drive progress. Stay responsive to those you care most about serving while you demonstrate you're the program making change real.
worker co-cops & flat organizations
Has your lack of hierarchy turned into endless meetings and strife? Connect governance to day-to-day routines with dashboards, systematic hand-offs, and integrated feedback-loops that end the confusion. Build operations that leave little room for power politics.
Manage the challenges of building an owner's mindset by organizing workflows into a system that empowers one step at a time. Build pathways for worker-owners to grow into new roles and responsibilities while developing skills that make the job a place people want to be.
Harness the wisdom and skill of each new owner to fuel organic growth.
Use your democratic values to turn individual agency into distributed wisdom. Make business advancement mean team advancement.
WHAT WE DO
EMBED EVALUATION
MAKE
PATTERNS VISIBLE
CO-DESIGN STRUCTURE
BUILD CACPACITY
participate in the work.
observe the rhythms.
name the problems.
agree on the direction.
identify the resources.
organize the pieces.
sketch the framework.
get team buy-in.
test the model.
train the players.
build the workflows.
reduce the thinking.
run the system.
gain the insights.
tweak the model.
build the rules.
HOW WE DO
LET'S GET AFTER IT
here are some of things we can do to help. and we want to see you win, so we'll stick around to make sure our time was worth your money
operational
harmony
workforce
development
continuous
learning
structure review
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two week survey of product lifecycle, operations workflow, process documentation, job descriptions, policies, schedules, task lists, and whatever else you're using to keep your shit together.
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interviews to understand your struggles.
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detailed report of what you're missing, the effect it's having on your business and culture, and a blueprint for how to move forward.
talent assessment
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two to four week operations immersion, getting to know your team and how they work together, how they relate to you, and how all of that is keeping you stuck banging your head against the wall each month.
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interviews to uncover your teams strengths and interests, and your goals for the future.
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detailed report of how you're leaving talent on the table, connecting team potential to your future goals, and outlining a range of ways you make your workplace more effective, the job more engaging, and your life less stressful - all while moving boldly towards your goals.
feedback-loop audit
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two to three week operations workflow audit, tracking information systems, team communications, and processes to determine where, how, and why you remain stuck solving the same problems over and over again.
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interviews to identify key pain points and those same old situations that just won't die already.
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detailed report highlighting where the hangup is, what is responsible for causing these repeat headaches, and illustrating the information that is not making it back to the source - with recommendations for closing the loop and ending the struggle once and for all.
90-day
operations sprint
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two week structure review
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two to four weeks foundational structure build-out starting with job descriptions, policies, and schedules through role-definition, reporting channels, and process documentation.
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four to six weeks hands-on implementation with your team, training systems, feedback loops, and team workflows.
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two weeks workflow refinement, process hand-off, delegation training, operations coaching.
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one day ass-kicking to make sure you don't blow all hard work you just did.
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90 day revisit to see how you're holding up.
90-day
management training
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one week team observation
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two week role-reversal per manager, being trained by each trainee.
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detailed, no bullshit, individualized report on what manager is good at, what they aren't and where we need to start to help make them more effective team members and better human beings.
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six week week hands-on, on-the-job training focusing on emotional intelligence, personal triggers, negotiation, and self-improvement.
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three week cross training staff to build capacity while practicing all these great new skills that are going to make your business a place people want to work at.
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90 and 180 day revisit to check up on your team's flourishing.
team evaluations that actually mean something
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one week evaluation observations.
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one week ripping your evaluation strategy to shreds, pointing out how it isn't helping anybody do anything better.
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two to three weeks honing job descriptions, role-clarification, and task lists
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one week interviews to determine what kind of workplace you actually want to spend your day in, how you want your team to act, and most importantly in what way you're willing to help them grow.
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two week evaluation development.
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two week evaluation implementation.
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90 and 180 day revisit to guage and hone your progress.
