I run the work. Not the slide deck about the work. Five phases — anchored in listening, decision-grade options, weekly cadence, operating discipline, and a clean handoff. The method is consistent. The timeline isn't — it adapts to scope. An interim CPO covering a search runs differently than an M&A integration or a systems transformation. The phases stay the same.
Listening tour. Interviews with executives, managers, and the front line. Document review. Pulse on the real issues vs. the stated ones.
Within the first stretch of an engagement, you have a clear read on what's actually going on — not what people think is going on. The stated problem and the real problem are usually different. Finding the gap fast is half the value.
What you get: A structured read on the situation. Stakeholder map. Risk register. Pulse data with themes.
I bring the executive team a structured view: here's the real problem, here are the options, here's what I'd do, here's the tradeoff.
Decision-grade, not theater. No 90-page decks. The goal is for the executive team to make a clear, confident decision — and for everyone to know what was decided, why, and what comes next.
What you get: A short brief. A clear decision. A single owner for what comes next.
Weekly cadence. Clear owners. Decision rights. Friction surfaced early.
I work shoulder-to-shoulder with the team, not from the sidelines. Status updates that say something useful. Tradeoffs surfaced before they become emergencies. Decisions made at the level they should be made.
What you get: A working operating cadence. Clear accountability. Real-time risk and progress visibility.
Governance, communication rhythm, accountability — the things that make change stick after I'm gone.
Most fractional engagements end and the change unwinds. This is the part that prevents that. I bake the discipline into the operating model so the gains hold.
What you get: Documented governance. Operating cadence the team owns. Decision frameworks that stay.
Successor profile. Structured transition. Documented playbooks. The function is stronger than I found it.
If you're hiring a permanent CPO/CHRO, I help recruit and onboard them — including real-time coaching during ramp. If you're promoting internally, I help set the new leader up to succeed.
What you get: A handoff that holds. A successor who's set up to win. A function in better shape than when I arrived.
Most consulting frameworks were built to justify the consulting fee. Mine were built to make the work easier to run. If you've been burned by a fractional or interim leader before, this is usually where the difference shows up.
Tell me what's going on. We'll see if I'm the right fit.
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