Engagement Framework
Every engagement is customized to your organization’s specific goals, team size, and starting point. What follows is the framework we typically build from — so you can visualize the investment before we speak.
For Individual Leaders & Manager Development
Best for: Individual executives, emerging leaders, manager peers of 2–10. Typical Duration: 6–12 months
How It’s Structured:
Month 1 — Diagnostic & Foundation We begin with a comprehensive leadership assessment including review of 2 years of performance reviews, DISC behavioral profile, core skill self-assessment(s), and 360° input where appropriate. Results are debriefed in the initial two sessions and used to build a personalized development plan with defined goals and measurable milestones.
Months 2–5 — Coaching & Development Two monthly one-on-one coaching sessions focused on the specific leadership behaviors, communication patterns, and self-awareness gaps identified in the diagnostic. Sessions are both structured and fluid, each one with a focus, an action commitment, and an accountability check-in from the prior session.
Month 6 — Progress Review & Path Forward A formal mid-point or closing review documenting behavior change against the goals established at the start. Includes a summary report suitable for sharing with ones team, manager, HR or senior leadership, and a recommended path forward if continued development is desired.
What’s Included:
- Proprietary Ball of Fire Coaching Client Profile
- DISC behavioral assessment and debrief
- Personalized leadership development plan
- Bi-monthly coaching sessions (approximately 10–12 over 6 months)
- Post session summary with key topics, proposed exercises, and next steps
- Email and 911* support between sessions
- Mid-point and closing progress reports
- Final summary documentation for HR records
Team Size: Individual engagements or peer manager programs available for groups of 2–10 leaders developing simultaneously with shared frameworks and individual coaching tracks; allowing for group masterminding and one-on-one coaching.
* Two-15 minute 911 calls/month to address immediate issue or question
For Teams, Organizational and/or Talent Development
Best for: HR leaders, CHROs, and executives commissioning development for a team, department, or organization. Typical Duration: 6–12 months
How It’s Structured:
Month 1 — Organizational Diagnostic We begin at the system level, not just the individual. Team assessments, DISC profiles, focus groups, and pulse surveys, along with what’s been done to date, gives us an honest picture of where the leadership gaps are, what’s driving them, and what the culture is actually doing versus what leadership believes it’s doing. Findings are synthesized into a diagnostic report with specific, prioritized recommendations.
Months 2–4 — Plan Development & Execution Creation of defined team training and a leadership development operating system and plan with cadence, individual coaching for key leaders, and facilitated team collaboration sessions addressing the specific dynamics such as trust, conflict, accountability, shared goals, identified in the diagnostic. All activity is mapped to the development plan and tracked against defined milestones.
Months 5–6 — Embedding & Measurement Focus shifts from new behavior introduction to sustainability, building the internal accountability structures, communication cadence, and leadership habits that maintain the gains after the formal engagement ends. A formal progress report is produced at the close of each major phase, with metrics tied to the goals established at the start.
What’s Included:
- Team and individual Trimetrix Team DISC assessments
- Team member Communication Grids
- Pulse surveys with focus groups (new or existing)
- Organizational diagnostic report with recommendations
- Leadership Development operating system, plan, and timeline
- Skill-specific team training sessions
- Individual coaching for identified key team members and leaders
- Quarterly milestone reporting suitable for C-suite presentation
- Final engagement summary with documented outcomes and recommendations
Org Size: Engagements designed for teams of 5–50. Larger organizational deployments available — contact for scope discussion.
Every engagement begins with a Leadership Diagnostic Call — not a sales pitch.
In 45 minutes, we’ll map your specific situation, identify the highest-leverage starting point, and determine whether and how a structured engagement makes sense for your organization. You’ll leave with clarity regardless of whether we work together. NOTE: Engagements can be structured to align with your fiscal year planning and budget approval cycles.
what changes for your organIZATION
- ✓ For your managers: Leaders who understand exactly how their behavior impacts team performance, equipped with the communication and accountability tools to lead differently and the self-awareness to sustain that change without ongoing external intervention.
- ✓ For your teams: Measurably improved engagement scores, reduced attrition among high performers, and teams that operate with genuine trust and productive conflict resolution rather than depending on HR to mediate recurring dynamics.
- ✓ For your L&D function: A scalable coaching and development infrastructure of assessments, frameworks, accountability systems that you own and can deploy across the organization rather than restarting from scratch with every new peer.
- ✓ For your C-suite reporting: Defined metrics, milestone reporting, and documented behavior change that lets you demonstrate the ROI of your leadership development investment.
language your CEO and CFO understand.
