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Our Collaborative Transformation Process
1. Diagnose the System
2. Design Pods, Methods, and Metrics
Drawing from our proven toolkit, we architect the pods, shape roles, processes, metrics and transformation goals. We create a culture and language of collaboration and the need for transformation.
3. Launch and Iterate
4. Sustain and Scale
Our Get Started first step for every engagement.We start with a fast diagnostic to reveal friction, noise, and complexity: unclear priorities, misaligned teams, fragmented roles, broken flow. It gives us all a map.
We’ll be there to launch the transformation, enabling the shift to new structures and new rhythms of work: daily cadence, shared visibility, intelligent meetings, team-sourced metrics. We’re there, showing you how. We’ll tune it together and teach you how to manage it.
We coach leaders to reinforce and evolve the pod, using a metrics-driven regimen. Collaboration deepens. Trust builds. Productivity blossoms. The system gets stronger.
Get Started: Diagnostic and Advisory Package
What it is:
Get your own wickedly smart and experienced Better Company consultant, ready to help you and your organization on its journey. The Get Started package includes one organizational diagnostic (for a collaborative group of up to 35 people), analysis and reporting, a ranked transformation priorities and methods plan, and a big handful of advisory hours.
Productivity/Collaboration Diagnostic Workshop – a 360-style workshop involving a cross-section of your organization or whole department or team. For project or delivery-style organizations, the results are then benchmarked against our database of over 80 other organizations. This typically exposes the deep root causes of persistent delivery challenges, such as missing/shrinking margin, high rework rates, and lower-than-planned worker productivity.
For collaborative teams and groups, we use a different, purpose-built 10-point diagnostic that covers the above productivity delivery factors and also topics such as quality, trust, and autonomy.
Transformation Priorities and High-Level Map — we’ll give you our read-out on the diagnostic, including a walk-through of the underlying systems model, including the key (independent) levers for transformation. The transformation priorities list usually contains 2-5 major transformation needs, and a larger number of smaller, easier to implement needs.
Advisory and Consulting — after reviewing the diagnostic report with you and your leadership group, we’ll work with you to develop conceptual launch plans for the major transformation areas, and also advise and guide your team on how to directly address the smaller ones.
Our Advisory and Transformation Toolkit
Leadership and Management Packages, Workshops and Methods
Introduction to high-performance pods and workstreams
Pod design workshop
Transformation Leadership Team design
Client Services Diagnostic
Leadership Top-down Diagnostic
Leadership Alignment Workshop
Understanding the Culture Pyramid
Mission, Vision and Values Workshop
Presence-based Methods in Conversation
Transformation and Metrics
OKR Design for Project-Driven Organizations
Core Empowerment/Collaboration Trainings and Awareness
Meetings Ground rules
The Managerial Empowerment Shift (ACE model)
Communications Dynamics
Understanding Toxic Conversations
Theory X vs Theory Y (firefighters and dominance)
The Ignorance Gap / Why briefings fail
The NOCO, the Chaotic, Collaborative Organization
The Day Structure Workshop
Pod-Based Training Programs
Project Context (“Ba”) Briefing Method
Collaborative Project / Product Scoping (Roadmapping)
Collaborative Project Estimation
Client Scope Alignment Workshop
Pod Retrospective and Scorecard
The Daily Check-ins and Sync
Advanced Check-in Modeling (Clutterbuck)
Advanced Story Design and Planning Workshop
The Collaborative Kanban Design and Implementation
Pod Workflow Optimization (Advanced)
Managers and Metrics
Scorecard design and implementation
Origins of Dominance, Meritocracies and Firefighters
Unleashing the handyman mind
Questions and the Present Manager
Effective meetings
OKRs
NPS and eNPS
The Classic Likert (manager-Worker) Survey
Toxic conversations
A few of our core transformation methods
The Workstream Model
In complex, project-based organizations, traditional org charts and departmental silos often create artificial barriers to flow. The Workstream Model replaces rigid structures with a more adaptive, cross-functional approach — aligning people around the real path work takes from intent to outcome.
A workstream is a dynamic, multi-disciplinary team aligned around a shared objective — whether that’s a client engagement, a product launch, or an internal initiative. Instead of managing through layers, workstreams focus on:
Clarity of roles over job titles
Flow of work over formal process
Shared accountability over top-down oversight
This model reduces misalignment, eliminates handoff friction, and allows teams to operate with autonomy and cohesion. It scales with complexity — without adding managerial overhead.
The result?
Fewer meetings. Clearer decisions. Faster progress.
A company that works the way your people do.
Briefing
Alignment isn’t a document — it’s a conversation.
Most briefs are static artifacts: filled out, emailed, and quickly outdated. They often reflect what someone hopes will happen — not what’s actually possible.
At Better Company, briefing is reframed as a dynamic, collaborative process. It's where teams, leaders, and stakeholders build shared understanding around:
The intent behind the work
What success looks like
What’s known — and what’s still uncertain
A good briefing conversation reduces ambiguity, uncovers risks early, and builds trust across functions. It becomes the foundation for empowered execution — not just another form to fill out.
Scoping
Scope isn’t about control — it’s about clarity.
Traditional scoping tries to lock everything down: every task, every hour, every edge case. But in fast-moving environments, rigid scopes become obsolete before work even begins.
We treat scoping as an act of collaborative framing, not prediction. It’s about defining:
What’s in vs. out (right now)
What success requires
What flexibility we need as things evolve
By making assumptions visible and priorities explicit, scoping becomes a tool for reducing conflict, improving flow, and enabling smart decisions — without micromanagement or scope creep.
Don’t take our word for it, take our client’s.
StarMark
Empowered organization and operating model boosts all major metrics
Ford’s WPP Agencies
Big projects, four agencies, 800+ people, and a way of working that delights the client
Sell it
Merkle / HelloWorld
Agile hadn’t made them better, so we did, boosting margins and cient success