I find where your leadership team's performance leaks — and in what order to fix it.
Strategy rarely fails at the top. It leaks at the seams — in decisions taken twice, priorities that compete, and handoffs nobody owns. A structured diagnostic shows you where, specifically, and what to do about it.
Book a diagnostic callIf three of these sound familiar, the problem isn't your people.
- Status is green until the week it's red.
- Decisions get made twice — once in the room, again a week later.
- Priorities compete, and the tie-breaker is whoever escalates hardest.
- Headcount went up. Throughput didn't.
- Two teams are doing the same work, and both believe they own it.
- The same three people sit on every critical path.
- Every explanation for the delay is locally reasonable. The delay is still there.
- You reorganised last year, and the same problems reappeared in new boxes.
- Your strongest performer left, and the exit interview said "frustration," not "money."
None of these is a people problem. Each one is a symptom of how the team is set up to work — and each one is fixable, once you can see it.
Three engagements. Fixed scope, fixed fee, agreed before we start.
They ascend in depth and commitment. Each one stands on its own — you can stop after any of them, and people do — but the first credits toward the second, and the third only makes sense once there's a plan worth holding.
- 01
Performance Maturity Assessment
The structured assessment a consultancy bills at thousands a day.
Your leadership team scored against six factors of performance. Where you sit today, which gaps are real, and which of them actually constrain a team at your size and stage.
What you receive
- Six factors, scoredA score against each factor with the evidence behind it — a read you can check and argue with, not an opinion delivered from outside.
- The gaps that matterThe two or three genuinely constraining you, separated from the ones that are merely untidy. Knowing which is which is most of the value.
- A readout you can circulateA written version you can take to your own leadership and your peers without translating it first.
How the week runs
IntakeA structured questionnaire to each member of the leadership team, plus one conversation with you to frame what good would actually look like here.
ScoringEach factor scored against defined criteria — the same criteria every time, so the result is comparable rather than impressionistic.
ReadoutA 45-minute session walking the scores, the gaps, and the two or three that matter. The written version is yours to keep.
If you go on to an Audit, this fee comes off it.
- 02
Performance Audit
What a chief of staff would surface in six months. Without the headcount.
Confidential interviews across the team, a review of how work actually moves, and the team's own read of itself. Not how the org chart says it works — how it works.
What you receive
- A ranked constraint mapThe three to five things actually costing you time, named specifically, with what each one costs in cycle time.
- The seams, not just the partsWhere factors collide: the handoff that fails because ownership and intake disagree; the decision that reverses because authority and trust don't match.
- A sequenced 90-day planWhat to fix first, second, third. Each with an owner, a definition of done, and an honest estimate of effort against return.
- A one-page readoutSomething you can take to your own leadership and your peers without translating it first.
How the three to four weeks run
DiagnoseConfidential interviews across the team, a review of how work actually moves between groups, and the team's own read of itself. Roughly an hour of your time, a few hours across your team.
PinpointThe three to five things actually costing you time, named specifically, sequenced, and given owners — with an honest estimate of effort against return for each.
Hand overDelivered in a working session, not a deck drop — a plan nobody argued with in the room is a plan nobody owns. What you leave with is yours to run, with me or without me.
- 03
Post-Diagnostic Support
An embedded advisor while you execute. Ending when the plan does.
The plan is the easy part. I stay on while it takes hold — working the interventions with your team rather than handing over a deck and leaving.
What we work on
- Decision-rights mappingWho can actually say yes, at what threshold, without a second meeting.
- Priority arbitrationA single ranked order, and a way to settle ties that isn't volume.
- Handoff contractsAn agreed definition of ready and done at every seam between teams.
- Cadence redesignMeetings rebuilt around the decisions due, not the status available.
- Escalation thresholdsRules that surface a problem while it is still cheap to fix.
- Key-person de-riskingGetting the same three people off every critical path.
How the retainer works
CadenceA standing slot with you, plus working sessions with whoever owns the change in flight. Between those, available on the things that cannot wait a fortnight.
ScopeWhatever the 90-day plan put first. If the plan changes because reality did, the work changes with it.
ExitMonth to month, ending when the plan does. No notice period and no minimum term — the point is to leave.
Not a dependency — a resource you draw on while the changes hold.
Keagan Deasy
Mechanical engineer turned operations specialist. Thirteen years across mining, oil & gas, pharma supply chain, analytics and AI — all regulated, all environments where a process that works on paper and a process that works on the floor are measurably different things.
Currently a delivery lead at a global pharma company in Basel. I've spent that career finding where systems actually break — not where people think they break. Those are rarely the same place, and the gap between them is where teams lose most of their time.
- Six Sigma Black Belt
- Tableau Certified
- 13+ years regulated operations
- Pharma · Mining · Oil & Gas
Start with a conversation
A 20-minute call to work out which of the three fits your team — or whether none of them does. No pitch, no pressure; if the answer is no, I'll tell you.