Three ways to work together.
The workshops and the bootcamp are priced here on the page. Fractional pricing is the one number we hold for the conversation, because the right figure depends on what your team actually needs.
Fractional integrator engagement.
Nine months, embedded in your operating rhythm. We run your weekly leadership meeting, own the core process build that becomes your printed handbook by the end of Q1, coach your leadership team, and hold the cadence you have been carrying alone. It is integrator-level work done from inside the team rather than from above it.
Pricing is settled in conversation and generally lands around $12k a month. You get the same impact a full-time hire delivers, without the salary, the benefits load, the months of searching, or the severance exposure when a hire turns out wrong.
Leadership team workshops.
Four workshops for the team at the top, each built around a framework your leaders can use the next morning. Working Genius shows how each person is wired to contribute and where the friction is structural rather than personal. Core Processes replaces the SOPs nobody reads with a printed guide every employee actually uses. The Five Dysfunctions of a Team builds the trust that leads to results. Individual Execution hands each leader the tools for their own priorities and decisions: Measuring People, the Ideal Team Player assessment, Steady Hands, and the Decision Making framework.
Working Genius is $1,995. Core Processes is $7,500 and runs three to four weeks. The Five Dysfunctions of a Team is $2,995. Individual Execution is $2,995. Virtual or in person. Most teams run one a quarter, so the whole leadership team learns all four across a year.
Employee Accelerator Bootcamp.
One day for the people who carry the work: the team below the leadership team, and every new hire after them. The day runs in three parts. Understanding yourself, through Working Genius. Owning your role, through measuring yourself, role clarity, personal organization, and the decision tree. And being great for the team, through being a team player, solving issues, and disagree and commit. Everyone leaves with a growth plan built around who they are, specific moves to make on Monday, and a three-month peer group that meets online once a month to keep them accountable.
It is the simplest answer to onboarding, and it puts the whole company on the language your leadership team already uses. Open to employees of companies in C12, Vistage or EO, or running on EOS®, Scaling Up, B-OS, EntreLeadership or similar.
Next date: Friday, January 22, 2027, at Serendipity Labs in Brentwood, Tennessee. $800 a person, lunch included.
Which path fits.
Same foundations either way. The question is how fast you want to get there.
Companies on EOS® with no second-in-command, or a first-time integrator promoted from within, so the owner is stuck in both seats.
Companies with a second-in-command or COO (even a newer one), or smaller companies not on EOS® yet.
Fast, about nine months.
Moderate, closer to two years.
People, traction, issues and process.
Traction, issues and process.
COO level.
Consultant level.
Game-changing, business and personal.
Impactful, business focused.
Yes.
No.
The bootcamp fits either path, and any of the three is a good place to start. Many CEOs send employees to the bootcamp just to invest in their people.
When we say no.
We say no when no is the honest answer. If your operation is healthy and the real problem is sales, you belong with a sales-acceleration partner, and we will point you to one. If you have outgrown fractional, you are ready for a full-time hire, and we will tell you so plainly. And if you hire on credentials rather than results, this will not be a comfortable fit, and we would rather say that now than pretend otherwise.
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