SBT Leadership Shift™
Organisation & Performance
For an organisation whose strategy is clear but whose execution is held back by structure, roles, behaviour or management practice.
Execution rarely fails all at once: it shows up first as slower decisions, then as unclear ownership, then as a leadership team that no longer operates as one.
It starts with a diagnostic
The defined base of this Shift: one diagnostic, three core programmes and one accountable mission lead.
- Duration
- 4 to 7 months
- Scope
- 1 diagnostic + 3 core programmes
- Steering
- 1 accountable mission lead
- Fee
- Fixed, confirmed after scoping
Broader by design: around twenty interviews across the leadership team and the organisation, plus a review of the tools and systems performance actually runs on.
The three programmes run in sequence, in this order.
Team Effectiveness & Talent Reveal
Powered by the Talent Reveal Protocol. Individual profiles, team mapping, role and governance design, operating rhythm. We look at how the team actually works, beyond the org chart.
Contribution to the Shift: makes visible who actually carries what, so execution stops depending on goodwill.
Practice leadFabrice GattiLeading Partner · Board & Organisational EffectivenessLeadership Group Programme
Built around the 4Cs: critical thinking, communication, collaboration, creativity. Delivered within one organisation, or across peer cohorts from several. Anchored in real business situations.
Contribution to the Shift: builds the collective capability the operating model will be asked to run on.
Practice leadAntoine LeygonieLeading Partner · Leadership & Talent DevelopmentGlobal Rewards & Performance
Defining what creates value, which behaviours are reinforced, and how contribution and leadership expectations align. Recognition is a performance lever, not a compensation exercise: it makes the link between contribution, value creation and recognition clearer.
Contribution to the Shift: locks incentives and the definition of performance onto the same operating model the other two programmes are building.
Practice leadLaurent RiffaultLeading Partner · Succession & Future LeadershipTalent Reveal shows how the team actually works, the Leadership Group Programme builds the capability to run the new model, and Rewards & Performance locks in the incentives that make it stick.
- The Organisational Performance Diagnostic and the three core programmes detailed above.
- Coordination by one accountable mission lead across experts, decisions, deliverables and check-ins.
- A clarified operating model with roles and interfaces better defined, shared managerial priorities, and a six-month organisational roadmap.
- 4 to 7 months, scoped to the three core programmes above; anything beyond is quoted separately.
Not part of the base fee. Added only if the diagnostic identifies the need, and quoted separately.
Team Conflict Resolution
When it appliesWhen there is open conflict within the leadership team.What it addsOpen conflict, recurring friction and unspoken tension are not interpersonal issues at this level; they are governance and execution risks. Diagnosis, a redefinition of decision rights, then a 30/60/90-day stabilisation restores the capacity to collaborate and execute.
Practice leadFabrice GattiAI & Future Leadership
When it appliesWhen the diagnostic points to high-potential development, succession planning or AI readiness.What it addsNot a technology question. A readiness assessment, executive learning sessions, and the adaptation of governance to an AI-enabled organisation.
Practice leadJean-Baptiste DurandSeveral modules combined are scoped and quoted as a set.