People & Performance

Get clarity about what needs to change. And the capability to deliver it.

Strategies fall flat. Managers aren't equipped to lead. And your best people begin to wonder if they're in the right place.

We fix these problems, in a rhythm that works for your business.

Four executives. 50+ years leading in organizations like yours.

Let's talk → See how we work ↓
Twilio Expedia Group VMware Redfin OneTrust YETI Procore Coinbase Delivery Hero Vrbo
Our conviction

People & Performance.

"Everyone assumes you have to choose between people or results. We don't buy it. And we've got the experience to prove it."

Most firms treat strategy, culture, and performance as separate workstreams. We treat them as a shared reality: they either work in concert or quietly limit everything.

What we do

Strategy. Culture. Performance.
They only work when they work together.

& Culture How you get there Strategy Where you're going Performance What you deliver

Strategy

Clarity on where you're going

  • Strategic priorities and focus
  • Leadership vision and alignment
  • Org design and decision-making
  • AI transformation and readiness
  • Change readiness and agility

Culture

How leaders and teams operate

  • Leadership expectations and behaviors
  • Manager development
  • Team effectiveness and trust
  • Change management and adoption
  • Values and culture transformation

Performance

How results get delivered consistently

  • Performance expectations and management
  • Talent infrastructure, from hire to retire
  • Communication and influence
  • Accountability systems
  • Execution and follow-through
The distinction that matters

The ampersand is the whole argument.

Businesses can't win if they don't perform. People can't give their best without the right environment. Organizations that win long-term build the infrastructure, expectations, and leadership capability that do both without flinching.

"We don't deliver programs in isolation. We make sure there's a clear path for the work to be applied and sustained."

How we work

We start from where you actually are.

No fixed playbook. No starting from scratch. We diagnose what's actually holding performance back and build a clear path for the work to be applied and sustained by your team.

01
Define expectations
Create a shared standard for performance. Roles, behaviors, and what good looks like at every level.
02
Align to strategy
Connect expectations to your priorities. Make behaviors and business outcomes point in the same direction.
03
Apply in real work
Build expectations into how teams actually operate. Performance conversations, decisions, and daily habits.
04
Sustain performance
Stay involved as the business evolves. Reinforce, adjust, and keep execution from fading over time.

How we engage

The right work. The right depth. No one-off programs.

Diagnose & align
4–8 weeks
You know what you're solving. You need an expert in the room.
Best for
Leaders who need outside perspective, structured facilitation, or a third party employees will actually be honest with. Small lift, focused scope.
What you get
  • Current state assessment and gap analysis
  • Structured listening or cascade workshops
  • Prioritized recommendations with clear ownership
  • 90-day roadmap with defined next steps
  • Standing advisory check-ins
Examples
Strategy cascade: functional strategy that hasn't reached teams or individuals
Employee listening: new leader inheriting a low-trust team who needs an honest read
Build & apply
3–6 months
You know what needs to change. You need someone to build it properly.
Best for
Teams that have identified the gap but lack the capacity or expertise to design and implement the right solution.
What you get
  • Program or framework built for your context
  • Manager and leader enablement around real work
  • Rollout plan with communications and change support
  • Measurement tied to business outcomes
  • Reinforcement plan so the work holds after launch
Examples
Tiered leadership program: shared language, sequenced curriculum, engagement data as measurement
Performance management redesign: rebuilt from expectations through calibration, with manager training before go-live
Embed & run
6+ months
You need a dedicated end-to-end team. Right expertise at the right time.
Best for
Work too large, too cross-functional, or too sustained to hand off without dedicated ownership.
What you get
  • Senior leadership embedded alongside your team
  • Full ownership of design, rollout, and integration
  • Cross-functional coordination across every touchpoint
  • Ongoing CHRO and executive advisory
  • Continuous refinement as the business evolves
Examples
Global competency launch: framework built, exec roadshow, manager offsite, embedded into hiring, reviews, calibration, and onboarding
Culture and values transformation: diagnostic, culture champions, values design, and full lifecycle integration

Most engagements begin with a diagnostic conversation. We'd rather scope something right than take on work we can't win.

Proven results

The work shows up in numbers.

50+ years of combined experience, from start-ups to Fortune 500. Embedded in your business, not managing from above.

21%
Decrease in regrettable attrition after leadership behavior redesign
87%
Employee engagement achieved, up from 60%, following culture transformation
30%
Increase in employee productivity from performance and training programs
30%
Reduction in calibration cycle time after performance management redesign
95
NPS for HiPo accelerator, with multiple programs scoring between 74 and 100
50%
Reduction in HR help desk tickets through AI-powered systems integration
From the work

"Our managers are leading on instinct. The results show it."

A globally recognized consumer brand had built a sizable manager population, but most had never been formally developed. New managers were navigating on instinct. Tenured managers had developed habits that varied wildly across functions. Most had no idea their peers were facing the same thing. The result was inconsistent performance, competing priorities, and no shared language for what great leadership looks like.

We built a tiered leadership program designed for three distinct manager audiences, sequenced around real business priorities, with engagement data built in from the start so the org could see where behavior was actually changing, not just who showed up.

12%
Lift in cross-team trust and openness among teams led by managers who completed 3 or more sessions
7%
Increase in retention likelihood among those teams, even when offered the same role elsewhere
3+
The tipping point. Managers who completed 3 or more sessions showed measurable behavior change across their teams
On teams where at least a quarter of individual contributors participated, employees scored 14% higher on professional growth and 14% higher on access to meaningful, challenging work compared to teams with lower participation.
"The most effective executive coaches. Rare talent for helping leaders build a people-first culture."
— Founder
"The best money we've ever spent."
— Board Chairman
"Armed with leadership skills and experience scaling globally. Our company is better for having brought her onboard."
— Senior Technology Executive
Who we are

When you work with us,
you work with us.

We're a collective of senior People executives who have led talent strategy, built organizations, and driven performance inside some of the most demanding high-growth companies in the world. Not analysts. Not junior consultants. The people who have done this work, at scale, under pressure, are the ones who show up.

We work in context. Everything is tied to your strategy, your teams, and how work actually gets done. Not a generic program applied wholesale.
We focus on what moves the needle. Not a menu of initiatives. We identify the few levers that actually drive performance and go deep on those.
We don't stop at defining the work. We make sure there's a clear path for it to be applied and sustained. Not handed off and forgotten.
We're embedded, not overhead. Senior leadership capacity without the full-time cost, ramp time, or organizational inertia of a new hire.
We refuse the false tradeoff. People AND performance aren't in tension. Building organizations where both thrive is the only work worth doing.
AB
Arin Bryan
AP
Ash Panjwani
BS
Brendan Streiff
MM
Marc McCann
What happens next

We keep it simple.

If we're not the right fit, we'll say so.

1
Discovery conversation, 45 minutes
We meet with 1 to 3 key stakeholders to understand what's working, where things are stalling, and what success looks like 6 to 12 months from now.
2
Point of view and scope
Within one week we share our diagnosis, a recommended engagement model, and a clear scope, timeline, and investment. No bloated decks. No generic frameworks.
3
Decision and kickoff
Once aligned, we contract, confirm executive sponsorship, and begin. From first call to work starting is typically 2 to 4 weeks.

Ready to perform?

Let's build something worth being part of. If we're not the right fit, we'll say so.

Get in touch →