Optimization Overhaul
The potholes are already in the road.
Nobody slows down for the ones they have learned to drive around.
A one-day workshop with a 30-day discovery phase in front of it. We find the Personnel Performance Gaps underneath your team’s performance — the ones everyone works around — and your leadership leaves with a plan that has names on it.
Not ready to talk? Find your starting point — free.
What you walk out with
What the day is actually for.
Not a training day. A day where the things slowing your organization down get named by the people living with them, then prioritized by the people who can fix them.
A 30-day discovery phase — consultations with key leaders, detailed surveys for every participant — maps the Personnel Performance Gaps under the surface before anyone walks into the room.
The morning equips every participant to maximize capacity and spend less bandwidth — the foundation the rest of the day is built on.
Everybody, not just leadership, works the PPG session. Naming the problem in one room is what turns it from gossip into something the group owns.
After lunch we work with leadership only: which gaps get addressed first, who owns each one, and what is done by when.
How it works
Thirty days of preparation, one day in the room.
- 30-day discovery
Consultations with your key leaders plus detailed surveys for every participant. This is where the real agenda comes from.
- The workshop
Three blocks: foundation and capacity for everyone, open PPG identification, then a leadership-only strategy session.
- Ownership before anyone leaves
Exercises like “To Do, I’ll Do, We Did” put a name and a date on each gap, so the day turns into action instead of notes.
What it costs to leave it alone
What the gaps cost while nobody names them.
The difference between the most engaged teams and the least engaged has been measured across 183,806 business units. This is the size of the gap.
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, 2024fewer quality defects 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
And it does not stay at the office.
The part of misalignment that never reaches a P&L is the part your people carry home.
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
Run it against one seat you keep.
That uses the lowest number in Gallup’s range, which Gallup itself calls conservative; at the top of the range one prevented departure funds 26 workshops. Neither figure counts the work that slows down around an empty seat.
The investment
What is included.
- 30-day discovery phase: leader consultations and a survey for every participant
- A full day, in person or virtual, built on what discovery found
- Capacity and bandwidth tools for every participant, not just leadership
- Open PPG identification session with the whole group
- Leadership-only strategy session to prioritize the gaps
- “To Do, I’ll Do, We Did” — owned actions before the day ends
- Format customized to your structure — the day bends to you, not the reverse
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.