Turn workplace friction into clear decisions, shared accountability, and measurable results — so the business executes faster with fewer meetings and less drag.
They slow decisions, blur ownership, and create unnecessary work. Over time, those habits get normalized and explained away as “personality.” The cost is real: lack of efficiency, lost revenue, and hindered operational flow to name a few.
The Choice Model addresses the behavior underneath those habits. When this shifts, decisions stick, ownership holds, and fewer issues need escalation.
When organizations bring me in, leadership usually has a good sense of what’s happening. Meetings look semi-functional. People are busy. Metrics are tracked.
What’s difficult to rebuild from inside the system is trust. Everyone is already embedded in roles, history, and unspoken rules about what can and cannot be said. This is where a third party is often necessary.
Without trust, accountability doesn’t live where the work happens.
The Choice Model Implementation addresses the human system underneath performance so accountability becomes peer-driven, conflict becomes usable, and leaders are no longer carrying the system.
Within 90 days, leaders and teams:
Industry doesn’t matter. People do. This work fits privately owned, founder-led, and family-owned businesses, as well as complex organizations with cross-functional teams.
Absence of trust is the root problem. Without trust, conflict becomes dangerous, accountability collapses, and results become unstable.
This implementation builds from the foundation up — trust → clean conflict → commitment → accountability → results.
Phase 1: Leaders Go First (Weeks 1–4)
Phase 2: Trust and Clean Conflict (Weeks 5–8)
Phase 3: Accountability Reset (Weeks 9–12)
Request an Executive Alignment Call to determine whether a 90-day implementation makes sense.
Global / remote-capable • 90 days • Cancel anytime