Results & Case Studies

What Happens When Leaders Get Clear, Build Trust, and Address the Real Issues

This work is not about motivation or culture for culture’s sake.
It’s about restoring trust, reducing friction, and creating conditions where people execute — together.

Across organizations, the pattern is consistent:

  • Leadership senses something is off — but lacks language for it
  • Meetings look functional, but real conversations happen afterward
  • Drama, silence, or over-functioning slow execution
  • Accountability collapses upward or onto one person

The difference-maker is not intelligence or effort.
It’s having a way to interrupt these dynamics without blowing the system up.


Manufacturing Company — Returned to Profitability

Outcome: Profitability restored within 90 days

Client Type: Manufacturing company with cross-functional teams and a long-tenured workforce.

Situation:
Leadership knew exactly what was happening inside the organization but lacked a way to shift it without collateral damage.

  • A high-performing individual had become a bully
  • Racist behavior and intimidation were tolerated
  • Others stayed quiet to protect themselves
  • Conflict was avoided publicly and processed privately
  • Execution and morale declined

Foundational Issue:
Absence of trust destabilized everything above it — conflict, commitment, accountability, and results.

What We Did:

  • Established a shared behavioral language using The Choice Model
  • Named stress patterns without shaming
  • Made unspoken dynamics speakable
  • Addressed behavior through clarity and consequence
  • Returned accountability to the team

Outcome:

  • Toxic behavior no longer tolerated
  • Communication became direct
  • Trust rebuilt across functions
  • Execution stabilized
  • Business returned to profitability

No mass firings. No prolonged initiative.


Post-Merger Technology Company — Decision Flow Restored

Outcome: Clear ownership and faster decisions

Client Type: Mid-size tech company following a merger.

Situation:
Too many leaders. Unclear decision rights. Middle management losing trust in the executive layer.

What We Did:

  • Worked with middle management through a leadership workshop
  • Installed a shared decision and stress-awareness framework
  • Restored peer-to-peer accountability
  • Enabled middle leaders to act without waiting

Outcome:

  • Decision-making speed improved
  • Accountability returned across departments
  • Legacy leaders gained clarity
  • Future leaders emerged through action


Manufacturing Sales Team — Client Trust Strengthened

Outcome: Deeper client relationships and revenue protection

Situation:
Reliable sales performance, but relationships flattening due to over-cautious engagement.

What We Did:

  • Installed a structured client interview system
  • Traveled with sales reps for field-based coaching
  • Shifted conversations from delivery to partnership

Outcome:

  • More direct client conversations
  • Stronger long-term trust
  • Improved consistency across the sales force


Independent Retail Business — Repositioned Through Trust & Community

Outcome: Relevance restored in a competitive market

Situation:
Foot traffic declining due to online competition.

What We Did:

  • Built internal trust and decision clarity
  • Enabled creative problem-solving at the staff level
  • Shifted focus from transactions to relationships

Outcome:

  • Improved employee engagement
  • Stronger customer relationships
  • Store repositioned as a community destination

What These Results Have in Common

  • Leaders sensed the issue before they could articulate it
  • Meetings looked fine — but real work happened elsewhere
  • Absence of trust was always the foundation
  • Results followed when leaders shifted how they showed up

If This Sounds Familiar

The next step is a conversation to determine whether these dynamics are worth addressing now.

Request an Executive Alignment Call

Global / remote-capable • Organizational & 1:1 engagements available