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B2B • Organizational Performance
Calibrate your organization for sustainable performance
Reduce burnout risk and execution drag by fixing the system that creates them — not the people.
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What This Is
A clinical approach to organizational performance
Most "wellbeing" initiatives treat symptoms. We treat system conditions.
We don't do generic consulting. We run calibration as a living-system protocol. What looks "pathological" is often a calibration signal — a warning that the system is operating outside viable limits.
What Makes Us Different
- Criticality Mapping — We identify the clusters that amplify instability
- Optimal Windows — We intervene when the system can actually absorb change
- Parsimonious Strategy — Highest-impact, lowest-cost interventions given real constraints
- Synergistic Stacks — Actions that reinforce each other, not a scattered list
- Testing is Building — We prototype, measure, adapt, and transfer capability
Who It's For
Teams where "everything feels harder than it should"
You'll benefit if you recognize these patterns in your organization.
Common Signs
- Growth increased complexity faster than your operating system evolved
- Work feels urgent all the time, but outcomes aren't improving
- Meetings multiply, decisions stall, ownership gets blurry
- A few people carry disproportionate load ("single points of failure")
- Feedback loops exist, but nothing truly changes
- Burnout signals: irritability, churn, sick leave, disengagement
- Teams are talented — the system is not letting them thrive
Best-Fit Roles
Leaders who feel responsible for system performance:
The Problems We Solve
From surface symptoms to system conditions
What We Often Hear
- " We're always firefighting."
- " People are exhausted — and we can't slow down."
- " We have too many meetings and still no clarity."
- " Conflicts keep repeating."
- " Handoffs break, quality drops, deadlines slip."
- " The same initiatives keep getting re-launched."
Underlying System Conditions
- Decision Fog : Unclear decision rights + too many exceptions
- Coordination Debt : Handoffs and dependencies unmanaged (silent WIP explosions)
- Threat Loops : Fear/pressure makes the system rigid → more friction → more pressure
- Incentive Misalignment : What's rewarded contradicts what's preached
- Meeting Metabolism Toxicity : Meetings used to compensate for missing structure
- Role/Interface Ambiguity : Conflict is often an interface design problem, not a people problem
What You Get
Concrete assets you can use immediately
Criticality Map
Visual + narrative map of where instability concentrates and which clusters drive systemic stress
Optimal Window Plan
When to intervene, in what sequence, and how to avoid triggering system defensiveness
Calibration Stack
3–6 synergistic interventions ranked by urgency × impact × viability
Metrics Baseline
Simple before/after indicators that leadership understands and teams feel
Common Add-on Deliverables
Meeting OS
Interface Contracts
Integrity & Incentives Report
Sustainable Work Design
Leadership Playbook
Burnout Early-Warning Signals
What Changes
What "success" looks like in plain language
Fewer escalations and urgent interruptions
Less meeting load and more real focus time
Faster cycle time — work moves with less friction
Clearer ownership and cleaner handoffs
Conflicts reduce because interfaces are redesigned
Teams regain energy and agency
Leaders stop "holding the system together with their nervous system"
How It Works
3-Phase Calibration Protocol
A productized process that still adapts to your reality.
1
Calibration Scan
1-2 weeks
Reveal where the system is breaking and why
- Targeted interviews (short, high-signal)
- Artifact review (rituals, docs, decision flows)
- Pattern detection (criticality clusters, threat loops)
- Quick hypothesis testing (micro-probes)
You receive:
Criticality Map + initial top levers
2
Calibration Design
1 week
Build the smallest set of actions with biggest leverage
- Prioritize by urgency × viability × impact
- Identify optimal windows (timing + sequencing)
- Design a synergistic stack
- Prepare leader scripts + adoption scaffolding
You receive:
Optimal Window Plan + Calibration Stack + tracking plan
3
Calibration Sprint
2-4 weeks
Implement, test, adapt, and stabilize
- Run a controlled pilot with clear boundaries
- Measure, adjust, and integrate into routines
- Train leaders/owners so the system can self-calibrate
You receive:
Working changes + playbooks + capability installed
Use Cases
Choose the one that matches your situation
Hypergrowth / Scaling Pain
Chaos increases; meetings and coordination explode
Calibration focus: Decision rights, meeting OS, WIP limits, interface contracts
Burnout Signals Rising
Sick leave, irritability, disengagement, churn risk
Calibration focus: Threat loops, workload shape, recovery design, leader repair protocols
Repeating Cross-Team Conflict
Same arguments keep cycling; "it's always those teams"
Calibration focus: Interface design, escalation paths, definitions of done, shared metrics
Product/Delivery Reliability Issues
Deadlines slip, quality dips, rework grows
Calibration focus: Handoff hygiene, capacity planning, constraint mapping, hidden WIP reduction
Culture Initiatives That Don't Stick
Workshops feel good, behavior doesn't change
Calibration focus: Incentives, environment/rituals, threat reduction, implementation scaffolding
Real Examples
Anonymized case vignettes
Meeting Overload
Meetings everywhere, clarity nowhere
Before: Weekly meeting load keeps increasing; decisions still unclear; people exhausted
What we changed: Meeting OS + decision rights + async pre-reads + "single-thread" decision lane
Result: Fewer meetings, faster decisions, less escalation noise
Hero Dependency
The system is held together by 2 heroes
Before: Two key people become bottlenecks; everyone depends on them; burnout risk spikes
What we changed: Ownership map + handoff rules + interface contracts + "buffer roles" and WIP caps
Result: Load redistributed, throughput stabilizes, less fragility
Interface Conflict
Conflict that isn't personal
Before: Repeated friction between teams; blame cycles; morale drops
What we changed: Conflict translated into interface design (SLAs, boundaries, channels, escalation)
Result: Less conflict because the system stopped generating it
Packages
Choose Your Engagement
Calibration Scan
Best if you need clarity fast
- Phase 1: Scan
- Phase 2: Design (map + plan + stack)
Most Popular
Scan + Sprint
Best if you want changes implemented within a month
- Full Scan + Design
- Sprint: Pilot + Stabilization
Calibration Partnership
Best for ongoing stability during growth or change
- Monitoring signals
- Monthly recalibration
- Leader support + early-warning
Pricing depends on scope. Request a proposal for a custom quote.
FAQ
Common Questions
Is this just wellbeing consulting?
No. We treat wellbeing as a system outcome of good design: clarity, constraints, ownership, viable load, and recovery. This is operational work.
Will this slow us down?
The goal is the opposite: reduce friction and rework so speed becomes sustainable. We start parsimoniously to avoid disruption.
What if leadership doesn't care about feelings?
Perfect. We can frame everything as risk, churn, execution drag, and reputation debt — while still protecting human sustainability.
Do you need access to private employee data?
No. We work with minimal, low-burden inputs. Any sensitive data stays with you.
How is this different from a process audit?
Process audits often produce lists. We produce a calibration stack built for adoption timing, system constraints, and synergy — and we install capability.
How do you handle resistance?
We treat resistance as system signal. We use optimal windows, co-design, and small prototypes so the system doesn't go defensive.
Build a system that doesn't burn people to produce results
If your organization is smart but overloaded, the answer is rarely "try harder." It's calibration.
We'll tell you quickly whether we can help, and what the smallest useful engagement would be.