Sound familiar?
“I hired senior people. I’m still making every call.”
Work keeps coming back for approval, because the authority didn’t go with it.
“Two people think they own it, or nobody does.”
So it gets done twice, or not at all.
“We meet every week and still act like department heads.”
Everyone runs their own area well. Nobody runs the company with you.
“We need to hire. But who?”
One person per problem? A hiring plan copied from another company? You’re not sure what your company actually needs.
What we do
We map the areas your company needs to focus on to deliver your strategy, give each one an owner, and decide what the team needs next: who to hire, what to change, what to stop.
What it looks like when it works
Each leader’s job fits in one sentence, and decisions in their area get made without you.
Everyone knows what’s theirs, and every major area has an owner.
Your leaders run the company with you, as well as their own areas.
You hire for the gaps you really have, not from a generic plan.
How it runs
Before
I review your org chart and strategy, and have an interview with each leader.
During
We work together to clarify how you want to run the company, how this would map to the leadership team you have, and what needs to change.
After
We review with each leader to find out how things have changed for them, and what else remains unclear.
You leave with
An agreed who-owns-what, and a hiring and structure plan.
Typical format
How long: from an hour to half a day
Where: online, in your office, or at an offsite
Preparation and support: by email and video call, as much or as little as you need
Thank you for all your help in addressing the elephants in the room and succeeding in getting us talking about the tough topics. It wasn't easy getting OKR's into the organization but you made it happen!
Product Leader, Series D SaaS startup
Case studies
A leadership team that owns the work
A Series A health-tech CEO held the whole business in his head. We named its real business lines and gave each leader one to own, and drafted OKRs for each.
Read more
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OKRs that worked after a failed first attempt
A Series D SaaS startup whose own OKRs had failed got them working, then used them to break the bottleneck stopping it scaling.
Read more
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OKRs that took the company up-market
A Series D data SaaS scale-up whose product had stopped selling refocused on the world’s biggest customers, got on budget, and stopped pulling its CEO into everything.
Read more
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Who you’ll be working with
I run every session myself.
I spent six years at Google, then two at Amazon, where I led a 100-person organisation. Since then, I’ve worked with over 200 leaders and 16 startup leadership teams as a facilitator and coach.
If I’m not the right person to help, I’ll introduce you to someone who could be.
Often run together: Strategy workshop · Operating cadence review
Know someone this would help?
Here’s a line you can send them:
Richard helps a leadership team map the areas the company needs someone to own, give each one an owner, and work out who to hire next.
Next steps
Start with a free, 20-minute Clarity Call. Confidential, and no preparation needed.
“
The whole leadership team on the same page
We reached out to Richard to help us finding a way to fit OKRs into our Operating Cadence and how it can work together with the other KPIs or other deliverables that teams and individuals have. He really helped us to find a way of working that works for us and getting the entire senior leadership on the same page.
Bram Greijmans
Chief of Staff
Sendcloud