MIND Methodology

Application always beats theory. The MIND Methodology never puts process over what is most important!


Most Important Number

We start by identifying your MIN.

Get your team aligned and moving in the same direction. The Most Important Number is your north star. It incentivizes desired behaviors and guides decision-making that leads to improved results. It is the one number, above all others, that accurately measures your success.



Next, we create your Drivers. 

Prioritize where to focus your team’s time and resources. Drivers are the categories of work leverage to accelerate your results. We help you get off the treadmill of being busy, and make decisions on what creates the most value, and focusing there.  


Action Items

Intentionally identifying the work that drives results.

Hold yourself and each other accountable to outcomes that drive results. Once we are aligned on where we are going, and prioritize where to focus resources, we commit to doing the right work, in the right order, at the right time to achieve the Most Important Number. 


KPI Scoreboard

Measure what matters

Identify the metrics that help you make better decisions. Data is invaluable, but more is not always better. We help you define the most critical metrics to guide decision-making and provide an accurate snapshot of progress. 


MIND Meetings

Holding it all together. 

This is where we measure progress, celebrate success, make data-driven decisions, and align on the next steps. By checking in and updating actions prior to the meeting, everyone is up to speed and ready to hit the ground running.


Every organization operates in its own unique way, so we offer a range of solutions to meet each team’s needs—but it always starts with your Most Important Number.


Senior leadership team

Cultivate clarity, alignment, collaboration, and accountability to drive better decisions.

The MIND Methodology transforms the way leaders think, work, and act. Rather than reactively jumping from crisis to crisis, decisions are made based on shared outcomes and supported across your organization. 


Additional teams

Gain clarity, alignment, collaboration, and accountability across teams.

Rollout simple, sustainable changes to how each team thinks, communicates, and collaborates, resulting in everyone doing the right work, at the right time, in the right order. It all leads to achieving greater results in support of what is most important for your organization.


Strategic planning

Make choices that accelerate value creation.

We believe that companies exist to create more value for the organization, employees, and customers. Achieving this requires defining where you are right now, where you want to go, and how you are going to get there. This removes ambiguity and creates alignment across the organization.


Cultural alignment

Connect culture to financial results.

Simply put, culture is what everyone agrees to do and how to do it—as an organization. This framework links your mission, vision, and values directly to your most important number, ensuring all team members are aligned and focused on applying intentional behavior to improve your most important number.


Org-wide rollout

Improve alignment, focus, and results across the organization.

Finally, it’s time to cascade the MIND methodology across the entire organization, focusing all departments and teams towards a common outcome, thereby promoting cross-functional communication, collaboration, and results. 


Leadership development

Capable leaders cause extraordinary things to happen.

Scaling requires organizations to develop results-driven leaders who create and support an energizing environment for their teams to achieve what is most important. It starts with assessing and coaching on competencies that contextually links the application of your leadership within the organization’s strategy and results. 


Performance snapshots

Know where you stand and what’s expected of you, 100% of the time.

A successful performance snapshot methodology works when it simplifies and demystifies the performance management process for leaders and team members alike. This requires everyone engage in ongoing conversations based on the same three criteria: achieving the team’s most important number, clear role-based responsibilities, and cultural alignment.


Compensation strategy

Incentivize all team members to help everyone else win.

Compensation is a powerful force in driving value creation within an organization, yet it is rarely leveraged to its full potential. Create base wages that are equitable across all team members based on the value created and labor market conditions. Every team member will know exactly how their behaviors and results drive their compensation up or down over time.

Are you ready for a simple, sustainable way to achieve greater results?

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