Precision Pulse Session
The answer you’re looking for is available.
Don’t find out too late, what your team already knows is wrong.
A 1- to 3-hour facilitated session, sized to what your group needs, built on your group’s own submitted problems. No keynote, no deck of our greatest hits — we come in with the fixes that already worked on the exact roadblocks your people named.
A short call first: we talk through your group and how long the session should run.
Watch
Why organizations use the PPS.
One of the biggest mistakes organizations make when trying to solve people problems is they start with the solution: more training, another speaker, another initiative. Nobody stops and asks what’s actually causing the problem.
The PPS starts by listening. We gather feedback from your people and direction from leadership, then look at the gaps between where your people are and where you’re actually trying to go. We bring back the three most pertinent issues slowing your organization down — without sugarcoating them.
People are not the problem. People have problems. Identify the right problems first, then we can start solving them.
What you walk out with
Four things that are true when the session ends.
This is a working session. The output is not inspiration, it is a named problem, a named cause and a next step somebody owns.
Every participant submits their biggest roadblock before the session. The pattern across those answers is usually the thing nobody has said in a meeting yet.
People are not the problem. People have problems. We work the cause underneath the behaviour everyone has been managing around.
We bring the specific solutions used on the same roadblock elsewhere, then adapt them live to your context — not a generic framework.
The group leaves with the one move that unlocks the rest, and who is doing it.
How it works
Three steps, and most of the work happens before we are in the room.
- Your leadership picks the topic
One performance issue you actually want solved. Pick the uncomfortable one.
- Every member submits their roadblock
A short form: role, context, biggest headache. Professional or personal — both show up in performance.
- We prepare, then facilitate
We review every submission, build the session around what came back, and guide the conversation to root cause and a decision.
What it costs to leave it alone
A disengaged leadership team is not a mood. It is a line item.
The gap between your most aligned team and your least aligned team has been measured across 183,806 business units. These are the differences.
of U.S. employees are engaged at work; 52% are not engaged and 17% are actively disengaged.
Gallup, State of the Global Workplace 2026 (U.S. data)higher profitability in the most engaged teams than the least engaged.
Gallup, Q12 Meta-Analysis, 2024higher sales productivity in the most engaged teams.
Gallup, Q12 Meta-Analysis, 2024less absenteeism in the most engaged teams.
Gallup, Q12 Meta-Analysis, 2024lower turnover in the most engaged teams (low-turnover organizations; -21% in high-turnover organizations).
Gallup, Q12 Meta-Analysis, 2024annual salary is what it costs to replace one employee - Gallup calls that a conservative estimate.
Gallup, “This Fixable Problem Costs U.S. Businesses $1 Trillion”And it does not stay at work
The same gap follows your people home.
Stress is the part of misalignment that never shows up on a P&L, and it is the part your people feel at the dinner table.
of employees in the U.S. and Canada said they felt a lot of stress the previous day - the highest of any region.
Gallup, State of the Global Workplace 2025daily stress among engaged employees versus actively disengaged employees.
Gallup, State of the Global Workplace (daily stress by engagement)more influence on an employee's stress comes from engagement than from where they work.
Gallup, “Globally, Employees Are More Engaged — and More Stressed”, 2023Run it against one seat
What one departure costs you.
That math uses the lowest number in the range. Gallup puts replacement cost at one-half to two times annual salary and calls the low end conservative. Neither figure counts the projects that slow down while the seat is empty.
The session
What is included.
- Pre-session intake form for every participant, reviewed by our team
- A session built on your group’s submitted problems, not a stock agenda
- 1 to 3 hours, in person or virtual, sized to your need
- Facilitated discussion to root cause — not a presentation
- Optional 30-minute Blueprint Customizations one-on-one, by invitation, at no extra charge
- A named next step before anyone leaves the room
Where these numbers come from
- Gallup, State of the Global Workplace: 2026 Report
- Gallup, State of the Global Workplace: 2025 Report (daily stress by region)
- Gallup, Q12 Meta-Analysis (2024): 183,806 business units, 53 industries
- Gallup, “This Fixable Problem Costs U.S. Businesses $1 Trillion”
- Gallup, “Globally, Employees Are More Engaged — and More Stressed” (2023)
- U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2024
Figures describe published research on engagement, turnover and stress across employers generally. They are context for the size of the problem, not a promise of a specific result.
Precision Pulse Session
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