An easy first step, all without obligation.

You shouldn’t have to sign a year-long contract to find out whether we can help. That’s why we break our work into three steps, and each one stands on its own.

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Three steps

Step 1 · Complimentary

Take an assessment or start with a conversation.

Choose the Cross functional Collaboration assessment or the Magnificent Manager Assessment. See your result. Then choose whether to book a confidential 30-minute debrief with Russell.

You’ll leave with a clearer view of the problem, whether you take the next step or not.

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Step 2 · $4,500 fixed fee

Diagnostic (four weeks)

Before recommending development or changes to how people work together, we clarify the goal, what is getting in the way, and how progress will be measured. That helps you invest in the right issue.

What we do

Talk with leaders and managers across the functions involved.
Run a short assessment across departments and leadership layers.
Estimate the business impact where your data supports it.

What you get

A clear statement of the problem, in your words.
The main barriers to progress and their likely business impact.
The two or three changes that matter most.
A plan for the 90-Day Change Sprint.
A walkthrough of all of it with Russell.

Step 3 · Fixed fee

90-Day Change Sprint with a Satisfaction Guarantee

We focus the first 90 days on a clear priority: improving a handoff, aligning a leadership team, developing managers or helping sales leaders hold better development conversations.

The scope and fee are agreed before we start.

Your leaders learn the skills and use them on live work.
We coach them through it, in your real meetings.
They teach it to their own teams.
At day 90 we measure again, on the same instrument, and show you what changed.

After the sprint

Then you decide.

Some clients stop after one sprint because the problem’s solved. Others widen it to more teams, or move into a longer development program for their managers or leadership team. Either way, you’ll decide with a result in hand.

Why we work this way

You see value before you commit to more.
The fees are fixed, so there are no surprise invoices.
We measure at the start and the end, so you’ll know what moved.
Russell is on every engagement.

Russell Kern gesturing toward a projected framework in a workshop room lined with flip charts — Russell in a diagnostic working session

Questions

Why do a diagnostic before leadership training?

The diagnostic helps distinguish a skill gap from unclear ownership, conflicting priorities or another obstacle. That gives us a better basis for recommending development and agreeing what to measure.

What if the diagnostic doesn’t find much?

We will explain what we found and whether further work is justified. You keep the findings and recommendations, with no obligation to commission a sprint.

Do we have to do the sprint with you?

No. The diagnostic is yours to keep and use however you want.

Next step

Start with step one with our compliments.

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