Governance Reviews
Core method
Assess how decisions are proposed, discussed, approved, executed, and converted into organizational learning.
Useful when
The team needs to clarify who can decide, who should be consulted and how decisions can be reviewed.
Organizational dimensions
- Governance
- Organization Design
- Decision rights
- Accountability
Typical symptoms
- Decisions repeatedly stall
- Authority is ambiguous
- Routine decisions return to a founder or a few leaders
Typical outputs
- Governance map
- decision-flow diagnosis
- learning backlog
Coordination Diagnostics
Core method
Identify repeated failure patterns across roles, incentives, rituals, handoffs, and accountability loops.
Useful when
Growth or distributed work has made dependencies and ownership difficult to see.
Organizational dimensions
- Organizational Effectiveness
- Organization Design
- Coordination
- Team Effectiveness
Typical symptoms
- Handoffs lack an owner
- Responsibilities overlap
- The same coordination failures recur despite extra meetings
Typical outputs
- coordination map
- tension register
- learning-loop recommendations
Facilitation & Decision Frameworks
Core method
Design and facilitate conversations that make tensions explicit and translate disagreement into criteria, decisions, and next steps.
Useful when
People need a structured way to raise tensions, hear different perspectives and reach an actionable decision.
Organizational dimensions
- Facilitation
- Decision-making
- Organizational Culture
- Team Effectiveness
Typical symptoms
- Meetings end without decisions
- Stakeholders disagree on criteria
- Concerns surface only after a decision is made
Typical outputs
- session design
- decision criteria
- decision records
Institutional Learning
Supporting method
Turn recurring tensions, retrospectives, and operational lessons into reusable institutional memory.
Useful when
The team needs to turn what it learns into changes to roles, rules and shared practices.
Organizational dimensions
- Organizational Development
- Institutional Learning
- Organizational Effectiveness
Typical symptoms
- Retrospectives produce no follow-through
- Lessons disappear when people leave
- Old tensions resurface without changes to working agreements
Typical outputs
- learning loops
- retrospective formats
- knowledge artifacts
