One thing we know today is that workforce is the most challenging issue for a company to address. Can you find the right talent, have a process to train them, evaluate, coach, manage and plan for their career and the company’s succession? Let’s be honest, companies are not good at it and they all suffer from providing employees clarity on what the job expectations are and how they are measured. When that is not clear to the employee, they quit their boss, then their job, and all of the time and experience is lost by the company. In this cylinder we bring role clarity to the people who work in the structure that delivers the strategy.

 Once we have mapped the accountability in the structure the next natural step is to develop role clarity for all positions that drive the tactical execution of the strategy. By doing this we “optimize leader performance” to the goal.