Build the Leadership Capacity System to Execute Your Strategy
Scalable infrastructure to demonstrate transformation readiness. Your leadership team owns this, not HR. Scale from your senior leaders across your entire organization with systematic, measurable capability that proves readiness to boards, funders, and partners.
Fit FOR PURPOSE Leaders & Organisations Amplified by MOJO Practice™
Build the Leadership Capacity System to Execute Your Strategy
Scalable infrastructure to demonstrate transformation readiness. Your leadership team owns this, not HR. Scale from your senior leaders across your entire organization with systematic, measurable capability that proves readiness to boards, funders, and partners.
Fit FOR PURPOSE Leaders & Organisations Amplified by MOJO Practice™
THE CONVERSATION OFTEN STARTS HERE...
You're facing a critical challenge:
"We need to reliably hit our business plan"
"We're positioning for the 2030s and need scalable leadership"
"Everyone is too busy, too many competing priorities"
"We've got 10 strong leaders but need to get to 100"
"Our strategy is clear, but execution keeps drifting"
"We're transformation ready but lack the capacity"
“How to get consistent execution across teams”
Sound familiar?
WHEN WE LOOK DEEPER, HERE'S WHAT WE SEE
You've done the strategic clarity work. You've defined roles. You've got structure.
But you're still experiencing:
Everyone operating on autopilot...too busy to be intentional
Ad hoc reviews that drift and get forgotten
Each leader makes it up their own way
No systematic progression pathways
Strong individuals but no scalable capacity
The Result?
Your most senior people are doing great work. But it's not scaling. It's not systematic. And it's exhausting.
WHEN WE LOOK DEEPER, HERE'S WHAT WE SEE
You've done the strategic clarity work. You've defined roles. You've got structure.
But you're still experiencing:
Everyone operating on autopilot...too busy to be intentional
Ad hoc reviews that drift and get forgotten
Each leader makes it up their own way
No systematic progression pathways
Strong individuals but no scalable capacity
The Result?
Your most senior people are doing great work. But it's not scaling. It's not systematic. And it's exhausting.
THE REAL QUESTION ISN'T "WHAT TO DO"
You already know what needs to happen:
Lift your leaders
Build your pipeline
Execute reliably
Navigate complexity
Scale your impact
CRITICAL UNDERSTANDING: THIS IS NOT ADDITIONAL WORK
This is not a program you add to what you're already doing.
This IS your organisational way of working. This IS your operational infrastructure. This IS how you build the culture and capacity to deliver optimal results.
What we're really talking about:
You already have strategy reviews, budget cycles, monthly meetings, quarterly reviews, weekly check-ins, and performance conversations.
What we're doing is switching out HOW you do these things, not ADDING to them.
Same meetings. Same time investment. Completely different impact.
THE REAL QUESTION ISN'T "WHAT TO DO"
You already know what needs to happen:
Lift your leaders
Build your pipeline
Execute reliably
Navigate complexity
Scale your impact
CRITICAL UNDERSTANDING: THIS IS NOT ADDITIONAL WORK
This is not a program you add to what you're already doing.
This IS your organisational way of working. This IS your operational infrastructure. This IS how you build the culture and capacity to deliver optimal results.
What we're really talking about:
You already have strategy reviews, budget cycles, monthly meetings, quarterly reviews, weekly check-ins, and performance conversations.
What we're doing is switching out HOW you do these things, not ADDING to them.
Same meetings. Same time investment. Completely different impact.
THE 4 LEAD INDICATORS OF TRANSFORMATION FLOW
Unlike lag indicators (business results, financial targets, quality metrics), lead indicators predict and create the outcomes you want. These four build systematically on each other to create demonstrable leadership capacity.
Lead Indicator 1: Presence
The Foundation for Everything Else
What This Solves:
- Default patterns and automatic responses
- Reacting to crises instead of responding with clarity
- People repeating past behaviors instead of being present
How You'll Measure It:
- Quality of decision-making under pressure
- Shift from reactive to responsive leadership
- Integration of Being, Feeling, Thinking, Doing
➤ The space between stimulus and response—where you can bring intention to everything else.
Lead Indicator 2: Relating
Built on Presence
What This Solves:
- Silo mentality that slows everything down
- Lack of trust and psychological safety
- No common language across the organisation
How You'll Measure It:
- Trust levels and team values lived
- Quality of debate and dialogue
- Cross-functional collaboration
➤ Standard language across 10 → 100 → 1000 people. Unity, connection, confidence in being "on the same page."
Lead Indicator 3: Feed-Forward
Built on Relating
What This Solves:
- Reviews that tell people what they got wrong (can't change it now)
- Looking backward instead of forward
- Reactive approach when you need proactive leadership
How You'll Measure It:
- Proactive reviews embedded in your cycle
- Forward-looking focus in meetings
- Ideas emerging that change outcomes
➤ One has space to grow. The other only has space to judge.
Lead Indicator 4: Spark Kindling
Rippling Impact
What This Solves:
- You can't scale yourself by working harder
- No succession planning or legacy building
- Individual heroics instead of systematic leadership capacity
How You'll Measure It:
- Leadership pipeline development
- Number of leaders lifted and their impact
- Succession readiness and industry disruption capacity
➤ Not just doing it for one spark—doing it for your own spark AND lots of other sparks. "Lifting the leaders is part of the strategy, then systematizing that is part of getting there."
WHY THIS SYSTEM WORKS
Sequential Build
Each indicator builds on the previous one. You can't have genuine relating without presence. You can't have feed-forward without relating. You can't kindle sparks without feed-forward capacity.
Systematic
Not individual heroics or "making it up." Templates, frameworks, common language, systematic deployment.
Scalable
Proven to scale from 10 leaders to 100 to 1000+ people with consistency.
THE 4 LEAD INDICATORS OF TRANSFORMATION FLOW
Unlike lag indicators (business results, financial targets, quality metrics), lead indicators predict and create the outcomes you want. These four build systematically on each other to create demonstrable leadership capacity.
Lead Indicator 1: Presence
The Foundation for Everything Else
What This Solves:
- Default patterns and automatic responses
- Reacting to crises instead of responding with clarity
- People repeating past behaviors instead of being present
How You'll Measure It:
- Quality of decision-making under pressure
- Shift from reactive to responsive leadership
- Integration of Being, Feeling, Thinking, Doing
➤ The space between stimulus and response—where you can bring intention to everything else.
Lead Indicator 2: Relating
Built on Presence
What This Solves:
- Silo mentality that slows everything down
- Lack of trust and psychological safety
- No common language across the organisation
How You'll Measure It:
- Trust levels and team values lived
- Quality of debate and dialogue
- Cross-functional collaboration
➤ Standard language across 10 → 100 → 1000 people. Unity, connection, confidence in being "on the same page."
Lead Indicator 3: Feed-Forward
Built on Relating
What This Solves:
- Reviews that tell people what they got wrong (can't change it now)
- Looking backward instead of forward
- Reactive approach when you need proactive leadership
How You'll Measure It:
- Proactive reviews embedded in your cycle
- Forward-looking focus in meetings
- Ideas emerging that change outcomes
➤ One has space to grow. The other only has space to judge.
Lead Indicator 4: Spark Kindling
Rippling Impact
What This Solves:
- You can't scale yourself by working harder
- No succession planning or legacy building
- Individual heroics instead of systematic leadership capacity
How You'll Measure It:
- Leadership pipeline development
- Number of leaders lifted and their impact
- Succession readiness and industry disruption capacity
➤ Not just doing it for one spark—doing it for your own spark AND lots of other sparks. "Lifting the leaders is part of the strategy, then systematizing that is part of getting there."
WHY THIS SYSTEM WORKS
Sequential Build
Each indicator builds on the previous one. You can't have genuine relating without presence. You can't have feed-forward without relating. You can't kindle sparks without feed-forward capacity.
Systematic
Not individual heroics or "making it up." Templates, frameworks, common language, systematic deployment.
Scalable
Proven to scale from 10 leaders to 100 to 1000+ people with consistency.
CASE STUDY: AUSTRALASIAN COLLEGE OF EMERGENCY MEDICINE (ACEM)
Successfully Navigating Acting CEO Transition
1.
The Challenge
In November 2023, Emily Wooden resigned as CEO. The organisation faced:
• Acting CEO transition during period of organizational change
• Potential destabilisation of staff and organization
• Risk of employee backlash during leadership transition
• Need to maintain stability while navigating significant change
2.
The Complexity
ACEM operates as a membership-based organisation across a federated structure:
• Nine Regional Faculties spanning Australia and New Zealand
• State, territory, and country-based groups representing local issues
• Regional Boards covering broader major College priorities
• Volunteer driven structure in partnership with stakeholders and professional staff
3.
Our Approach: The 4 Lead Indicators in Action
1. Presence: Expert transition support to the Executive Leadership Team members (as individuals and as a unit) enabled them to stay present and navigate change with intention rather than reaction
2. Relating: Improved communication and shared clarity - positively shifting the organisation from confusion and disruption to shared meaning and trust across different stakeholders
3. Feed-Forward: Supporting the Acting CEO to address potential escalation proactively, building confidence to lead forward rather than manage backward
4. Spark Kindling: Building leadership capacity across the federated structure so momentum continued beyond individual heroics during transition
4.
The Outcome
Within 6 months, ACEM achieved:
• Successful Acting CEO transition with organizational stability maintained
• Shared clarity messaging within the organization and across federated structure
• Improved connection, trust, and confidence across leadership team
• Proactive navigation of change rather than reactive crisis management
5.
Client Testimonials
"Working with Bernie and Vee since Emily left has been great for our stability, progress and growth. It's a collective language and a collaborative framework and approach that works just really, really well for us. More intentional about the strategy to be delivered, better connection, trust and confidence."
- Acting CEO, Olly Jones
6.
Key Lessons From ACEM
💡 Leadership transitions are critical moments
💡 Federated structures require systematic approaches
💡 From potential crisis to stability in 6 months
💡 Presence enables everything else
CASE STUDY: AUSTRALASIAN COLLEGE OF EMERGENCY MEDICINE (ACEM)
Successfully Navigating Acting CEO Transition
1.
The Challenge
In November 2023, Emily Wooden resigned as CEO. The organisation faced:
• Acting CEO transition during period of organizational change
• Potential destabilisation of staff and organization
• Risk of employee backlash during leadership transition
• Need to maintain stability while navigating significant change
2.
The Complexity
ACEM operates as a membership-based organisation across a federated structure:
• Nine Regional Faculties spanning Australia and New Zealand
• State, territory, and country-based groups representing local issues
• Regional Boards covering broader major College priorities
• Volunteer driven structure in partnership with stakeholders and professional staff
3.
Our Approach: The 4 Lead Indicators in Action
1. Presence: Expert transition support to the Executive Leadership Team members (as individuals and as a unit) enabled them to stay present and navigate change with intention rather than reaction
2. Relating: Improved communication and shared clarity - positively shifting the organisation from confusion and disruption to shared meaning and trust across different stakeholders
3. Feed-Forward: Supporting the Acting CEO to address potential escalation proactively, building confidence to lead forward rather than manage backward
4. Spark Kindling: Building leadership capacity across the federated structure so momentum continued beyond individual heroics during transition
4.
The Outcome
Within 6 months, ACEM achieved:
• Successful Acting CEO transition with organizational stability maintained
• Shared clarity messaging within the organization and across federated structure
• Improved connection, trust, and confidence across leadership team
• Proactive navigation of change rather than reactive crisis management
5.
Client Testimonials
"Working with Bernie and Vee since Emily left has been great for our stability, progress and growth. It's a collective language and a collaborative framework and approach that works just really, really well for us. More intentional about the strategy to be delivered, better connection, trust and confidence."
- Acting CEO, Olly Jones
6.
Key Lessons From ACEM
💡 Leadership transitions are critical moments
💡 Federated structures require systematic approaches
💡 From potential crisis to stability in 6 months
💡 Presence enables everything else
WHAT "OPERATIONAL INFRASTRUCTURE" MEANS
Your organisation already has:
Financial systems (accounting software, budgets, reporting)
Operational systems (workflows, processes, standards)
Technology systems (platforms, tools, infrastructure)
But what about your Leadership Capacity System?
Most organisations don't have one. They have:
Individual leaders "
making it up"
Ad hoc practices that drift
No standard language
or methods
Heroic effort instead of systematic capacity
Fit FOR PURPOSE Leaders and Organisations powered by MOJO Practice™ is your Leadership Capacity System.
Just like you wouldn't run operations without financial systems, you can't scale leadership capacity without systematic infrastructure.
WHAT "OPERATIONAL INFRASTRUCTURE" MEANS
Your organisation already has:
Financial systems (accounting software, budgets, reporting)
Operational systems (workflows, processes, standards)
Technology systems (platforms, tools, infrastructure)
But what about your Leadership Capacity System?
Most organisations don't have one. They have:
Individual leaders "making it up"
Ad hoc practices that drift
No standard language or methods
Fit FOR PURPOSE Leaders and Organisations powered by MOJO Practice™ is your Leadership Capacity System.
Just like you wouldn't run operations without financial systems, you can't scale leadership capacity without systematic infrastructure.
You Have Two Choices
Option 1: Build It Yourself
Timeline: 2-3 years to develop what exists now
Cost: Percentage of 1-2 years in salaries plus opportunity cost
Risk: Each leader still makes it up their own way. No consistency. Hard to scale.
Option 2: Leverage A Proven System
Timeline: Implement now, scale within 12-18 months
Cost: Fraction of DIY approach
Risk: Standardized, scalable, demonstrable leadership capacity
What you get:
Frameworks already built
Training materials and infrastructure included
Common language and teachable methods
Deploy across organization immediately
Refine to make your own
What Your Board Sees
Before:
Board Question: "How are we building leadership capacity?"
Your Answer: "We're doing some training. HR is working on development plans. We have good people."
Board Reaction: Concerned silence. No confidence in transformation readiness.
After Fit FOR PURPOSE Leaders and Organisations powered by MOJO Practice™:
Board Question: "How are we building leadership capacity?"
Your Answer: "We have systematic infrastructure with measurable lead indicators on our dashboard. Here's our succession pipeline with clear readiness stages. This is embedded in our operational rhythm, not a separate program."
Board Reaction: Confidence. Demonstrable readiness. Questions about scaling further.
You Have Two Choices
Option 1: Build It Yourself
Timeline: 2-3 years to develop what exists now
Cost: Percentage of 1-2 years in salaries plus opportunity cost
Risk: Each leader still makes it up their own way. No consistency. Hard to scale.
Option 2: Leverage A Proven System
Timeline: Implement now, scale within 12-18 months
Cost: Fraction of DIY approach
Risk: Standardized, scalable, demonstrable leadership capacity
What you get:
Frameworks already built
Training materials and infrastructure included
Common language and teachable methods
Deploy across organization immediately
Refine to make your own
What Your Board Sees
Before:
Board Question: "How are we building leadership capacity?"
Your Answer: "We're doing some training. HR is working on development plans. We have good people."
Board Reaction: Concerned silence. No confidence in transformation readiness.
After Fit FOR PURPOSE Leaders and Organisations powered by MOJO Practice™:
Board Question: "How are we building leadership capacity?"
Your Answer: "We have systematic infrastructure with measurable lead indicators on our dashboard. Here's our succession pipeline with clear readiness stages. This is embedded in our operational rhythm, not a separate program."
Board Reaction: Confidence. Demonstrable readiness. Questions about scaling further.
THE SYSTEM: THREE PHASES
We meet you where you are:
(Months 1-3)
PHASE 1: FOUNDATION
Your senior leadership team (10-12 leaders) aligns - learns and embodies the system
What You'll Have:
Leadership team aligned with common language
Confidence to deploy across organization
Templates and systems ready to scale
(Months 4-12)
PHASE 2: DEPLOYMENT
Next level leaders (30-100+ people) adopt the same system
What You'll Have:
Standard language across your organization
Teachable method deployed consistently
Leaders lifting other leaders systematically
Measurable shift in key indicators
(Months 12-18+)
PHASE 3: EMBEDDING
Whole organization operates this way
What You'll Have:
Sustainable organizational capacity
Demonstrable scalability for stakeholders
Leadership pipeline for succession
Transformation readiness proven
Implementations are tailored to your organization's size, complexity, and readiness.
THE SYSTEM: THREE PHASES
We meet you where you are:
(Months 1-3)
PHASE 1: FOUNDATION
Your senior leadership team (10-12 leaders) aligns - learns and embodies the system
What You'll Have:
Leadership team aligned with common language
Confidence to deploy across organization
Templates and systems ready to scale
(Months 4-12)
PHASE 2: DEPLOYMENT
Next level leaders (30-100+ people) adopt the same system
What You'll Have:
Standard language across your organization
Teachable method deployed consistently
Leaders lifting other leaders systematically
Measurable shift in key indicators
(Months 12-18+)
PHASE 3: EMBEDDING
Whole organization operates this way
What You'll Have:
Sustainable organizational capacity
Demonstrable scalability for stakeholders
Leadership pipeline for succession
Transformation readiness proven
Implementations are tailored to your organization's size, complexity, and readiness.
WHAT THIS INVESTMENT DELIVERS
Leadership Outcomes:
Demonstrable Leadership Pipeline for Board/Stakeholders
Measurable lead indicators on your dashboard. Show transformation readiness, not just promise it.
Scalable Capacity: Senior Leaders to Entire Organization
Move from strong individuals to systematic approach. This is how you scale.
Systematic Execution (Not Heroic Individuals)
Stop relying on individual heroics. Build repeatable systems that work regardless of who's in the role.
Transformation-Ready Positioning for 2030s
Demonstrate to funders, partners, and regulators that you have systematic leadership capacity for complex change.
Succession Planning That's Real (Not Hope)
Clear development pathways. Pipeline visibility. Confidence in who's ready for what, when.
Total Timeline: 12-18 months to full organizational deployment
Investment: Fraction of DIY approach (which would take 2-3 years in salary costs)
Investment varies based on organizational size and number of leaders. Schedule a consultation for customized proposal.
Organisations implementing Fit FOR PURPOSE Leaders Amplified by MOJO Practice™ report:
Significant improvement in execution consistency and follow-through
Demonstrable succession readiness visible on dashboards for board confidence
Accelerated leadership development compared to traditional approaches
Stakeholder confidence in transformation capability (opens funding/partnership opportunities)
Reduced turnover among emerging leaders who see clear development pathways
The Real ROI:
The cost isn't the fee. It's the 2-3 years you'd spend building this yourself (salary costs + opportunity cost) plus the competitive disadvantage while peers advance.
Organisations report this investment pays for itself when they pursue transformation opportunities they couldn't have before, attract partnerships requiring demonstrated leadership capacity, and retain talented leaders who now see clear development pathways.
Organisations implementing Fit FOR PURPOSE Leaders Amplified by MOJO Practice™ report:
Significant improvement in execution consistency and follow-through
Demonstrable succession readiness visible on dashboards for board confidence
Accelerated leadership development compared to traditional approaches
Stakeholder confidence in transformation capability (opens funding/partnership opportunities)
Reduced turnover among emerging leaders who see clear development pathways
The Real ROI:
The cost isn't the fee. It's the 2-3 years you'd spend building this yourself (salary costs + opportunity cost) plus the competitive disadvantage while peers advance.
Organisations report this investment pays for itself when they pursue transformation opportunities they couldn't have before, attract partnerships requiring demonstrated leadership capacity, and retain talented leaders who now see clear development pathways.
Risk of Not Investing:
Without systematic leadership capacity:
Another 2-3 years of ad hoc approaches that don't scale
Continued board questions: "Are we ready for transformation?"
Loss of talented people who see no development pathway
Missed opportunities requiring demonstrated capability
Exhaustion of senior leaders driving everything individually
THIS IS FOR YOU IF...
You need demonstrable capacity for stakeholders/board/investors
You're tired of ad hoc approaches that drift and don't stick
You want systematic, not heroic individual effort
You're positioning for the 2030s and need leadership pipeline now
You see leadership capacity as infrastructure, not nice-to-have
You want leadership to OWN this, not delegate it to a function
THIS IS NOT FOR YOU IF...
You think you can scale yourself by working harder
You're looking for a quick fix or one-off training
You're not ready to systematize and standardize
You prefer heroic individual leadership over organizational systems
READY TO BUILD LEADERSHIP CAPACITY?
Schedule a Strategy Consultation
We'll explore where you are, where you're headed, and which pathway fits
READY TO BUILD LEADERSHIP CAPACITY?
Schedule a Strategy Consultation
We'll explore where you are, where you're headed, and which pathway fits
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