Advertising & Marketing Agency
Ops Playbook + Manager Coaching
Results in the first
60 days
Full team, middle-manager development
CEO shifted, agency uplevel.
The managers needed hands-on support she wasn’t able to give them anymore. So we up-leveled them,
Mollie was shifting her role at GroupTwo. After years of being in the center of everything, she was moving toward a different kind of CEO seat, and her managers needed to absorb a lot of what she’d been doing. They weren’t ready.
Work wasn’t being tracked consistently across the agency. Accountability was soft. Her managers were capable people who hadn’t been developed into the leaders the agency needed them to be, and without Mollie doing what she’d always done, the gaps were showing.
She didn’t want to put the transition off. She wanted the team to actually make the leap with her, which meant investing in the systems and the people at the same time.
GroupTwo needed two things at once: an operating system that could run without Mollie in the day to day, and managers who could seamlessly implement it. We installed the Ops Playbook across the full agency and I worked one-on-one with her managers on the pieces of the job they hadn’t been developed into yet.
Team Utilization
INCREASED DRAMATICALLY
Clearer systems and sharper management cut the cost of low-grade inefficiency across the agency, and team hit new highs of billable capacity,
“When we started working with Lia, we were going through a transition where my focus as the CEO was shifting in the company, and our managers needed hands-on support that I wasn’t able to provide. With her Ops Playbook mapping out clear and simple processes to get everyone on the same page around the systems we needed to continue to scale, and her coaching of our managers on how they could hold team members accountable, Lia up-leveled our entire team, and implemented systems to save us time and money across our agency. I highly recommend working with Lia if you want to take your team and company to the next level.”
Mollie Elkman
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.
