Efficient-Work · Private advisory

Private advisory for sales efficiencies and leadership development.

Confidential, one-to-one work with sales leaders and the people they lead. In today’s disruptive world of work, we create a repeatable system for building cost-driven, high-performance, winning cultures. We tighten how the territory runs, then build the leaders who can keep it running — without a workshop, a slide deck, or an audience.

Book a private consult See what we work on

Founder-led · Dell, Xerox · Customer Experience · Sales · Strategy · Leadership · Culture · Progress · Discipline · Meritocracy

Who this model works for
Sales leaders, founders, rising managers, and individual contributors
How
Private, one-to-one, under NDA
Grounded in
Two frameworks: one for the person, one for the deal
Who this is for

Three people call us. Usually for the same reason.

The pipeline is there and the people are capable, but the territory runs on effort instead of a system — and the leader carrying it can't step back long enough to fix it.

The sales leader with a number

Managing a book of accounts, a quota, and channel partners at once. Wants the coverage model, cadence, and account prioritization that make the number achievable without heroics.

The founder who is also the sales team

Selling well by instinct, but every deal still runs through them. Needs a repeatable pursuit process a first hire could actually follow.

The new manager, promoted for results

Excellent Stage II contributor asked to lead through others. Needs a clear picture of what Stage III expects — and a private place to work on it.

Services

Two specialties. One standard: measurably better.

Every engagement is private and scoped to a specific outcome. No cohorts, no public workshops, no recycled content — the work is built around your territory, your team, and your quarter.

Sales efficiencies

Make the territory run on a system, not on effort.

A hands-on review of how revenue actually gets produced — then the changes that shorten the path from account to close.

  • Territory and account prioritization against a real revenue target
  • Bottoms-up growth plan: which accounts, which plays, in what order
  • Pipeline cadence, forecast hygiene, and deal-review discipline
  • Channel partner leverage — getting more from the partners you already have
  • The Deal Pursuit Framework: five deal sizes, stage-gated exit criteria, MEDDIC to MEDDPICC+
  • Opportunity research before the first call, not after the loss
Typical: 6–12 weeks · Leader plus up to 3 reps
Leadership development

Build the leaders who can keep it running.

Competency-based coaching for managers and the people about to become them — private, specific, and tied to observable behavior.

  • Stage assessment against the Four Stages of Contribution
  • Individual development plan on the 16 core competencies
  • Hiring signals and interview questions for the roles you're filling
  • Coaching moves for the gaps that are holding a team back
  • Confidential 1:1 advisory cadence for the leader
Typical: 3–6 months · Biweekly sessions
Research product

The Customer Opportunity Profile

A boardroom-ready dossier on a single target account — financials, executive map, strategy pillars, IT agenda, and your solutions mapped to numbers the prospect has publicly committed to. Done for you, delivered the same business day.

  • $19 Account Targeting & Pre-Engagement Research — 6 sections
  • $29 Initial Access & Multi-Threaded Engagement — 9 sections
  • $49 Deep Discovery — the full 14-section boardroom dossier
  • Team package: pooled dossiers, 90-day pilot — for sales teams
Start the 60-second self-check →
How it works

Diagnose, design, coach, measure.

The order matters. We don't coach before we've seen how the territory actually runs, and we don't call anything finished until the number says it is.

I.

Diagnose

A private consult, then a structured look at the book of business, the pipeline, and the people. We name the two or three things actually costing you revenue.

Week 1–2
II.

Design

A written plan you own: the coverage model, the cadence, the account priorities, and the competencies each leader is working on. Specific enough to act on Monday.

Week 3–4
III.

Coach

Biweekly 1:1s with the leader and, where scoped, the team. Deal reviews, stage-by-stage behavior work, and the awkward conversations that move people forward.

Ongoing
IV.

Measure

Pipeline coverage, cycle time, win rate, and stage progression — reviewed against the baseline from week one. If it isn't moving, we change the plan.

Monthly review
The Deal Pursuit Framework

Five deal sizes. One question: which deal are you really running?

Every Sales Efficiency engagement runs on this framework. A $100K deal and a $10M deal share a vocabulary but not a process — so the framework scales the stakeholders, the qualification rigor, the artifacts, and the exit criteria with the size of the pursuit.

$50K – $250KMid-MarketMEDDIC · 1–4 months · 3–8 stakeholders
$250K – $1MEnterpriseMEDDIC → MEDDPICC · 3–9 months · 6–12
$1M – $10MStrategicMEDDPICC · 6–12 months · 10–20
$10M – $100MMega-DealMEDDPICC+ · 9–18 months · 15–30
$100M – $1B+Billion-Dollar PursuitMEDDPICC+ full rigor · 12–24 months · 15–40+
Strategic TargetingMulti-Threaded DiscoveryQualification & Power MappingSolution Co-Creation & Business CaseValidation & PilotCommercial NegotiationProcurement · Legal · Close

For each size: the typical cycle, pursuit team, and target win rate; the buying-committee roles; the critical artifacts from a basic stakeholder map to a full Blue Sheet, decision memo, and risk register; the key risks and their mitigations; and for every stage, what has to be true before the deal advances. In the portal, a live deal gets placed on the ladder and checked off stage by stage — and the gap between what the rep believes and what the exit criteria show is where the coaching happens.

The interactive framework lives in the client portal.Book a consult and we'll run your top three deals through it.
The Competency Model

Sixteen competencies. Four stages. One honest picture of where a leader stands.

Every leadership engagement runs on this framework. It defines what best-in-class looks like at each stage of a career, so development is a conversation about observable behavior — not personality.

What the full model contains

For each competency: a working definition, expected behaviors at Stages I through IV, what to look for when hiring, interview questions, the signs someone is stuck, coaching moves, and developmental assignments.

One competency is ours. Building Enduring Culture comes from years inside a company that grew fast, stalled, and then rebuilt itself on a culture of speed, integrity, adaptability, resilience, and the desire to be part of something great — and measured leaders on how they got results, not only whether they did. Companies built that way keep their customers and their shareholders.

Business sense

  • Business Acumen
  • Customer Focus
  • Financial Acumen
  • Strategic Agility

Leadership behaviors

  • Building Effective Teams
  • Building Enduring Culture
  • Developing Direct Reports
  • Hiring and Staffing
  • Motivating Others

Individual effectiveness

  • Command Skills
  • Dealing with Ambiguity
  • Drive for Results
  • Intellectual Horsepower
The interactive model lives in the client portal. Book a consult and we'll walk you through it against your own role.
Contact

Start with a private consult.

Forty-five minutes, no charge, no pitch. Bring the number you're chasing and the team you're chasing it with; you'll leave with a clear read on what's in the way.

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