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How We Work: Our Engagement Process

Transparent, structured, and designed to build your internal capability—not create dependency.

Four-phase approach:

Diagnose → Design → Implement + Enable → Sustain

Embedded work:

With your organization, not remote-only recommendations

Typical duration:

3-6 months for transformation

You own everything:

Documentation, trained team, repeatable systems

Book Your Diagnostic Phase

Product Development Workflow

End-to-end process from strategy to rollout

Discovery Phase
1

Define & Implement

Product Strategy

2

Explore & Frame

Opportunities

3

Prioritize

Opportunities

4

Experiment &

Validate Solutions

Iterate steps 3-4
Delivery Phase
5

Develop Solution &

Prepare GTM

6

Validate Solution

Implementation

7

Rollout

Solution

Iterate steps 5-6

The Four Phases of Transformation

What We Do:

Stakeholder Interviews:

Leadership (CPO, CEO, product leaders), product managers and team leads, cross-functional partners (engineering, design, business).

Operating Model Assessment:

Review current roles and decision rights. Assess existing cadences and governance. Evaluate portfolio management and prioritization. Examine discovery and delivery practices.

Documentation Review:

Strategy documents, OKRs, roadmaps. Existing process documentation. Team structures and org charts.

What You Get:

Diagnostic Report:

Current state assessment. Gap analysis (where the operating model is broken or missing). Prioritized opportunities for improvement. Recommended transformation approach.

Alignment Workshop:

Present findings to leadership team. Align on transformation goals and priorities. Define success criteria for the engagement.

What We Do:

Operating Model Design Workshops:

Facilitate design sessions with leadership team. Co-create roles, decision rights, and accountability framework. Design cadences (strategic planning, portfolio review, team rituals).

Discovery-to-Delivery Workflow Design:

Map integrated workflow from strategic goals → discovery → delivery. Define handoffs and collaboration patterns.

Strategy Deployment (OKR) Design:

Design OKR framework aligned to business strategy. Define OKR cadences. Create strategic alignment and prioritization processes.

What You Get:

Operating Model Documentation:

Roles and responsibilities framework. Decision rights and accountability map. Cadence calendar. Artifact templates. Governance processes.

Discovery-to-Delivery Workflow:

Integrated workflow diagram. Collaboration patterns and handoffs. Quality gates and acceptance criteria.

Strategy Deployment Framework:

OKR framework and cadences. Prioritization process. Strategic alignment mechanisms.

What We Do:

Operating Model Rollout:

Launch new roles, decision rights, and cadences. Implement governance and portfolio processes. Support teams through transition.

Training Delivery:

Foundations training (operating model overview, product fundamentals). Role-specific training (PM, product leadership, partners). OKR and strategy deployment training.

Embedded Coaching:

Weekly or bi-weekly coaching sessions. Support applying new practices to real work. Troubleshoot adoption challenges.

What You Get:

Operational Operating Model:

New cadences running. Governance processes in use. Portfolio prioritization based on OKRs and evidence. Discovery-to-delivery workflow adopted.

Trained Product Organization:

All team members trained on operating model. Role-specific skills developed. OKR and strategic planning capability built.

Adoption Support:

Continuous coaching and troubleshooting. Progress reviews with leadership. Ongoing knowledge transfer.

What We Do:

Knowledge Transfer & Handoff:

Transfer all documentation and frameworks. Train internal champions to lead operating model evolution. Ensure leadership can run cadences independently.

Optional Ongoing Support:

Periodic coaching sessions (monthly or quarterly). Support for operating model refinement. Ad-hoc guidance as the organization evolves.

What You Get:

Full Ownership:

All operating model documentation. Training materials and curricula. Internal capability to sustain and evolve the model.

Independent Operation:

Leadership running strategic planning and portfolio processes. Teams using discovery-to-delivery workflow. Operating model evolving based on organizational learning.

What You Own at the End of the Engagement

✓

Documented Operating Model

Roles and responsibilities framework. Decision rights and accountability map. Cadence calendar and governance processes. Artifact templates. Discovery-to-delivery workflow.

✓

Strategy Deployment System

OKR framework and cadences. Strategic planning process. Prioritization and portfolio management approach.

✓

Trained Product Organization

All team members trained on operating model. Role-specific skills developed. Leadership enabled to sustain the model.

✓

Training Materials & Resources

All training curricula and materials. Frameworks and templates used. Reference documentation.

✓

Internal Capability

Your team can run the operating model independently. No dependency on external consultants. Ability to evolve the model as the organization changes.

Typical Engagement Timeline & Time Commitment

Overall Duration

2-4
weeks
Diagnose
4-6
weeks
Design
8-16
weeks
Implement + Enable
3-6
months
Total Duration

Your Team's Time Commitment

Leadership Team:

  • • Design workshops: 8-12 hours over 4-6 weeks
  • • Regular checkpoints: 1-2 hours weekly during implementation
  • • Strategic planning and governance cadences: as designed

Product Managers & Teams:

  • • Training sessions: 8-16 hours total (spread across implementation)
  • • Coaching sessions: 1-2 hours weekly during rollout
  • • Applying new practices to regular work (integrated, not separate)

Cross-Functional Partners:

  • • Training sessions: 4-8 hours total
  • • Participation in new cadences and governance processes

Key Point: This is not a "stop everything and transform" engagement. We integrate with your ongoing work and build capability through doing, not just training.

Common Questions About Our Engagements

Q: How disruptive is this to our ongoing work?

A: We integrate with your ongoing work, not replace it. Training happens in focused sessions, and coaching supports teams applying new practices to real work. You don't "stop and transform"—you transform while delivering.

Q: What if our organization is different or unique?

A: We adapt to your context. The frameworks and approach are proven, but we customize to your industry, size, culture, and constraints. Co-creation ensures the operating model fits your reality.

Q: Do we need to pause product delivery during transformation?

A: No. We design the rollout to integrate with ongoing delivery. Teams continue shipping while adopting new practices with our support.

Q: What happens if we need to adjust the approach mid-engagement?

A: We adjust based on learning and feedback. Regular checkpoints ensure we're on track, and we adapt as needed. The engagement is collaborative, not rigid.

Q: How do we know if we're ready for this engagement?

A: You're ready if:

  • You recognize strategic misalignment or operational inefficiency
  • You have leadership commitment to transformation
  • You're willing to invest 3-6 months in system change
  • You want to build internal capability, not just hire consultants

Q: What if we can't commit to the full engagement?

A: We can start with a diagnostic (Phase 1) to assess fit and scope. We also offer shorter engagements focused on specific areas (e.g., OKR design, training programs).

Ready to Start? Book Your Diagnostic Phase

The first step is a 2-4 week diagnostic to understand your current state and align on transformation goals.

Book Your Diagnostic

No commitment beyond the diagnostic phase. Start with a conversation.