Engagement structure
Scoped around outcomes. Sustained through cadence. Built for adoption.
The 6-Step Performance Engine
This is not
We do not sell training hours. We scope engagements around the behavioral outcomes your organization needs to sustain.
How buying works
Outcomes define structure
We start with what needs to change. The engagement is built around achieving that.
Engagements are scoped
Every organization is different. We scope to your current state and goals.
Cadence defines duration
Behavior change takes time. Reinforcement cadence determines how long we work together.
Three installation paths. One system.
Three core installation paths - Preparation, Executive / Team, and Enterprise - each install the same operating system, Guide, Don't Drive™ (GDD), the behavioral operating system that governs how leaders behave under pressure. Around them sit the supporting offers: the Drift Audit as the entry diagnostic, Governance as ongoing reinforcement, and Partner Certification. The path is determined by your organization's current state and goals.
Drift Audit
The diagnostic. Before any prescription.
A 14-day behavioral assessment that surfaces exactly where leadership drift is creating performance gaps. Delivered before any installation begins. You receive a written findings report with a recommended install path.
- 14-day behavioral observation and interviews
- Six dimensions of drift measured
- Written findings report
- Recommended install path
Preparation
Emerging and mid-level leaders.
Cohort-based GDD installation for the next tier of leaders. Behavioral discipline installed through a structured program with real application between sessions.
- Full cohort facilitation (6 month program)
- GDD behavioral curriculum
- Between-session application assignments
- MMI (Monday Morning Implementation, the weekly reinforcement cadence) governance introduction
Executive/Team Installation
Senior leaders and executive teams.
GDD installation for executive teams and senior leaders. Cohort format with peer accountability built in. Installs the behavioral operating system at the leadership layer that sets the standard.
- Executive cohort facilitation (6-12 months)
- Full GDD Operating System installation
- Peer accountability cohort structure
- Quarterly calibration sessions
Most Common Path
Enterprise Installation
Organization-wide. All levels. Both engines.
Full organizational deployment of the GDD Operating System. 20 sessions across 8 phases. Both the Structural and Behavioral Engines installed. Completion standard: the system runs without LLI.
- 20 sessions across 8 phases
- Both Structural and Behavioral Engines
- All leadership layers included
- Train-the-trainer for sustainability
Governance (MMI Ongoing)
After installation. Ongoing cadence.
The Monday Morning Implementation governance cadence, maintained by LLI after installation. Keeps the system from drifting. Quarterly calibration included.
- Weekly MMI governance support
- Quarterly calibration sessions
- Drift detection and recovery
- Available after any installation path
Certification
Become a GDD Certified Operator.
The GDD Certified Operator credential. Become a certified installer of the GDD Operating System inside your organization or as an independent practitioner.
- Full GDD certification program
- Certified to facilitate GDD inside organizations
- Access to the GDD Operator community
- Annual recertification pathway
Every path installs the same operating system
Whether you start with Preparation, an Executive/Team Installation, or full Enterprise, the GDD Operating System is what gets installed. The 6-Step Performance Engine. The Behavioral and Structural Engines. The Monday Morning Implementation. All six steps. All managed.
Good fit / Not a fit
Good fit
- You want behavior change, not just training events
- You're willing to invest in reinforcement, not just content
- You expect leaders to execute, not just learn
- You want infrastructure that lasts after we leave
Not a fit
- You need a check-the-box training solution
- You want a one-time workshop with no follow-up
- You're looking for the cheapest option available
- You expect results without organizational commitment
We do not sell training hours. We scope engagements around the behavioral outcomes your organization needs to sustain.
How this fails (so we're clear)
- Reinforcement becomes optional.
- Leaders won't model the standard.
- Managers avoid coaching and tolerance resets.
- The organization expects culture to change without changing behavior.
Infrastructure that lasts. Results that compound.
Every engagement is structured to produce observable leadership change. We scope around what gets installed and reinforced - not how many hours are delivered.
When you stop hoping for great leadership and start engineering it, everything changes.
Ready to scope an engagement?
Start with a conversation about what needs to change, or explore Preparation to begin building behavioral discipline at the individual leader level.