Work Correctly
Consulting for leadership teams & partnerships · Austin, Texas
Let's talk

You've all talked about the problem. It's still happening.

Your team doesn't have a people problem. It has a design you can't see.

What's happening What's underneath it

One person makes decisions without telling anyone.

She might be built to move first, not wait for approval. But she can learn to inform.

Someone commits in the meeting and walks it back two days later.

His clarity arrives over days, not in the moment. Forcing premature commitment only makes it worse.

One of you gets tired quickly. The others can work all night.

It doesn't mean they're lazy. It just means they work differently.

You went from two people to three, and everything changed.

A team of three is radically different from two. It requires a different strategy.

Most team friction isn't personal. It's mechanical. It comes from the people, but it's more than the individuals. And when we understand what is happening, we can fix the problem, without "fixing" the people.

I work from a detailed map of how each person on your team is constructed — how they decide, where their energy actually comes from, what they're built for and what they're only imitating.

Once the mechanics are visible, the friction stops being personal. You stop forcing someone to change to who you think they should be, and help them be the best version of themselves.

What this is

A clear way to see how each of you is built to work.

I work with leadership teams and partnerships at small and mid-sized businesses, understanding the hidden structure that shapes how people work together.

The engagement

A conversation first, then three sessions over six weeks.

We start with 45 minutes, just you. Nothing to prepare; mostly me asking questions about what's actually going on. If it's a fit, we schedule future sessions. If it isn't, I will still offer communication recommendations. It's a win either way.

Right now I'm taking on a small number of these engagements at no cost. In exchange, I ask two things: that you put what makes sense into practice, and that you let me document the engagement and write it up as a case study afterward. That's the whole trade.

1

How you're built

We start with each person individually: how you decide, where your energy comes from, what you're built for. With partners, that's a separate conversation each.

2

How you pair

How you work with each person on the team — where it goes smoothly, where it doesn't, and what's actually causing the friction.

3

How the team moves

The team as a whole — how decisions get made, where they stall, and what the group is set up to do well together.

More details

What it's based on
A specific system for mapping how a person is built. It's detailed, it's particular, and it might be surprising. I'll walk you through it on the call, before you commit to anything.
What gets recorded
I record every session — reviewing them is part of how the work gets done, and it's also where my best material comes from. Most of anything I'd use publicly is framed on the work itself, not on you; you stay out of the picture. Nothing with you in it — audio, video, or quote — goes anywhere without your explicit yes.
What gets published
A written case study of the engagement. You read it and approve it before it goes anywhere. Your name, your company, and identifying details are changed unless you tell me otherwise.
What you can stop
All of it, at any point, including after you've already said yes. Withdraw approval and nothing gets published. Ask and the recordings are deleted. Just tell me what wasn't working for you so I can improve.
What it costs
Nothing, and there's nothing waiting at the end of it. No proposal, no upsell, no follow-on engagement.

Fit

This works when

  • A team of two to six people — the whole company or a leadership team
  • The friction is recurring, not a one-off blowup
  • You have the time and energy to put recommendations into effect

This doesn't

  • One person wanting coaching for themselves alone
  • A team hoping I'll rule on who's right
  • Anything that needs a lawyer or an HR investigation

I've got ten years facilitating group conversations and understanding how people work.

Book a conversation

30 minutes, nothing to prepare. If you'd rather ask something first, email me — I answer these myself.