STEP 1: Urgency Check
Start with urgency. What’s driving the need for new leadership now?

If nothing urgent is shifting, pause here. You may need advisory support, not a fractional executive—yet. But if urgency is clear, move on.

What’s Changing That Can’t Wait?

A performance gap — growth has slowed or revenue targets are being missed.

A transformation in motion — M&A, digital overhaul, or leadership turnover.

A scaling opportunity — new market entry, service line, or GTM launch.

Nothing urgent is shifting right now.

Pause Here: You Need Advisory Support, Not an Executive—Yet.

If nothing urgent is shifting, a full-time executive engagement is premature. You need advisory support to help you proactively identify and map future growth opportunities before the market forces a change.
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STEP 2: Gap Analysis

Now let's pinpoint the missing piece. This defines the kind of leadership required.

Where Is the Gap—Strategy, Execution, or Integration?

We have doers, but no direction (Strategic Orchestration).

We have strategy, but no execution discipline (Operational Accountability).

We have both, but they’re siloed (Cross-Functional Integration).

I can’t identify the gap right now.

Our challenge spans all three—Strategy, Execution, and Integration.

Next Step: Secure Clarity with a Diagnostic Sprint.

You can’t pinpoint the gap. This means it’s time for a reality check before you commit to a major leadership change. We need to map reality before redesign. Let's schedule a call.

STEP 3: Outcome Validation

Leadership isn’t a title; it’s a test. Define what your board, CFO, or investors must see to validate progress.

What must be proven in the next 6–12 months?

Proof of stability (de-risking operations).

Proof of brand reputation (market authority/standing).

Proof of spend efficiency (optimizing marketing ROI).

Proof of scalability (building a predictable growth engine).

Proof of valuation lift (investor/exit readiness).