Somewhere in your company, something is grinding. You can feel it in the turnover, in the meetings, in the people who got quiet. I sit down with you and your leaders, and I come back with what is actually happening.
Book a discovery callNone of these are personality problems. None of them are HR problems. They are relationship problems, and in a company where the people are the product, they are not soft costs. Your resignation rate hits your bottom line directly. You know that. What you do not have is a way to see where it starts.
It starts with a 90-minute deep dive with you. What you have watched, what you suspect, what you have not said to anyone on your team.
Then I interview your leaders. Structured, confidential, one at a time. People tell me things they do not tell each other, because I am not inside the politics and never will be.
What comes back is a truth map: who people actually trust, who they actually go to, where the friction actually lives, and where the org chart is telling you a story the company stopped believing a while ago.
The method has a name, the Relationship Intelligence Audit. The name matters less than what you walk away holding: a Relationship Map of how the company actually works, a Diagnostic Report that names the friction and what it is costing you, and an Activation Roadmap of what to do about it, in order. We go through all of it together in a working Readout Session, and thirty days later we talk again to see what moved.
Fixed scope. A few weeks, not a quarter. The diagnostic is scoped to where the friction lives: a single team, or the whole company. You will know from our first call exactly what it covers.
Services firms. Agencies. Talent companies. Founder-led teams from about 15 to 200 people, where every departure is felt and every bad dynamic compounds.
I have spent 25 years inside organizations, from startups to the Fortune 500, from Google and Dropbox to founder-led companies nobody has heard of yet. Almost always in the same position: close enough to see everything, outside enough to be told the truth.
I was never marinated in the culture. I could still hear what was being said. And what wasn't.
That is the entire skill. Companies are very good at explaining themselves to themselves. I am the person who has not agreed to believe the explanation yet.
Bring the thing you have been circling. The role, the team, the meeting, the person. We will figure out together whether the diagnostic fits. Engagement scope and investment are discussed during your discovery call.
Book a discovery call