MedSpa & Wellness
Ops Playbook + Fractional COO
Full system in place
ahead of 2nd location
Team systems, goal-setting, accountability
Culture that travels to location two
She was the person every issue ran through. And a second location was about to double the load. We had to get her magic out of her head and on paper.
BevelUp had built a reputation the old-fashioned way. Rashae’s craft was the brand. Clients came in because of her standard and the culture she’d built around it. Which is exactly why she was still sitting at the center of every decision, every client situation, every “what do we do when this happens” moment.
Her team was capable. They cared about the work. But when something went sideways, the pattern was to find Rashae. She was the issues manager. She was the guidance counselor. She was the person every judgment call ran through.
Then the second location came into view. What had felt manageable at one location was about to double, and the magic of BevelUp had never actually been written down. It lived in Rashae’s head and her team’s instincts. That wasn’t going to scale to location two without a real system behind it.
The Ops Playbook is the full operating system for a team, mapped specifically to BevelUp. We rolled it out across the team, I worked with the team as Fractional COO to coach Rashae and her team through the shift into actually using it, day in and day out.
2X
Locations, One Culture
The standard that built BevelUp’s reputation now lives in a system the team can run without Rashae in the room.
“After introducing the playbook to the team, I feel like I have given them the support and clarity they need to succeed, a road map about who we are as a brand and where they show up in that success story. It has taken the burden of being an “issues manager” or “guidance counselor” for the team off my shoulders and given them the freedom to move through challenges with confidence. The team now has a resource that clearly defines how success looks at BevelUp and it has given me the freedom to focus on building the brand.”
Rashae Doyle
The feedback you keep swallowing, because you don’t want to deal with them getting defensive.
The star performer you won’t check on, because if they’re not happy, that’s a raise you didn’t plan for.
You’re not avoiding these because you’re bad at this. You’re avoiding them because no one ever gave you the words. So they sit there, costing you the people you can least afford to lose.
NOT ANYMORE.
Get the exact words for the 5 conversations leaders avoid most. Free.
