The 11 Plays Playbook:
Your Deployment Guide

Open with a framework or insight (15–20 min). Teach something valuable — a model, a diagnostic lens, a reframe on a common problem. Build credibility before asking anything.

Transition to the assessment. "Now let's apply this to your situation." Share the session link. Give them 10–15 minutes to complete. Pace the room or narrate what they'll encounter.

Debrief in real time. Pull up aggregated results if the group is comfortable. Show patterns. "Look — 70% of you ranked execution as your biggest constraint. That's not a coincidence."

Close with the next step. "You now have a personalized report. If you want to go deeper, I run a 90-minute diagnostic that turns this into a full action plan. Here's the link to book."

Deliver your talk (20–30 min). Make it framework-driven. End with a diagnostic question: "Want to know where you actually stand on this?"

Deploy the assessment live. QR code on screen. 8–12 minutes to complete. Walk the room and narrate: "If you're finding this section hard to answer, that IS the insight."

Show aggregate patterns (if audience permits). "50 leaders just told us their #1 constraint. Look at this."

Close with differentiated follow-up: "Everyone has their report. If you scored below a 6 in two or more areas, let's talk — I do a deeper diagnostic that takes 90 minutes and costs a fraction of what this gap is costing you."

Frame the session: "We're going to spend 90 minutes getting structured clarity on where you are, where you want to be, and what's in the way. You'll walk out with a professional report and I'll have what I need to tell you exactly how I can help."

Walk through each assessment. Pace the room. Explain each section. Coach through the prompts: "Don't overthink this — your first instinct is usually the right one."

Generate the report live and walk through key findings together. Point to patterns: "You ranked these 3 blockers highest — and your from-to stories confirm them. That's where we'd focus."

Close with a proposal bridge: "I now have everything I need to put together a recommendation. I'll send a proposal within 48 hours based on exactly what you told me today."

Send assessments async in your first 48 hours. "Before our first strategy conversation, I'd like everyone to complete a short diagnostic. Takes 15 minutes. It'll save us weeks of alignment meetings."

Aggregate and analyze before your first meeting. Look for divergence — where do leaders disagree on priorities? Where are blind spots?

Present findings in your first team session. "Before I share my recommendations, I want to show you what your team actually said. Look at where you're aligned — and where you're not."

Use it to set your 90-day agenda. The diagnostic data becomes your roadmap justification. No one questions why you're focused on X when the team's own data says X is the top priority.

Send the link 24–48 hours before the meeting. "Before we meet, I'd love to get your thinking on a few key questions. Takes about 10 minutes. It'll make our time together dramatically more productive."

Review the report before the meeting. Flag the patterns: what surprised you, where the tension is, what needs more exploration.

Open the meeting with their words. "You said your biggest blocker is X and your desired transformation is Y. Let's start there." Client immediately feels heard and trusts the process.

Set the expectation: "This is not a discussion. You're going to answer these questions independently and silently. There are no right or wrong answers. What matters is what YOU think — not what you think the group wants to hear."

Pace each assessment. "We're starting with Baseline. Take your time. If something is hard to answer, that's the insight." Move to the next when most are finished.

Generate and present the aggregate report. Show where alignment is strong. Then show where it breaks: "3 of you ranked growth as the top priority. 2 ranked retention. And 2 ranked internal operations. That's not alignment — that's three different companies."

Let the CEO see it. The heatmap and divergence data is undeniable. This is the artifact that launches the next engagement.

Deploy async across the org. "We're running a confidential organizational health assessment. Takes 15 minutes. Results are aggregated — your individual responses are not shared with leadership."

Segment the data. Look at results by department, tenure, or role level. Where does trust break down? Where does safety differ between leadership and front line?

Present to leadership as a diagnostic report — not an HR score. "Here's where your organization feels safe. Here's where it doesn't. Here's what that's costing you in execution speed and retention."

Translate into an action plan. The data drives a culture intervention, reorg, leadership development program, or all three.

Run intake assessments 5–7 days before the workshop. Aggregate results. Export to spreadsheet. Import key data into Miro for visual clustering and analysis. Build your workshop agenda around what the data tells you — not a generic template.

Open the workshop with findings. "Before we start planning, let me show you what your team told me. Here's where you agree. Here's where you don't. And here are the 3 themes that need resolution before anything else moves."

Work the issues in Miro. Impact/effort analysis on the clustered problems. Priority stacking. From-to stories as conversation starters. Use the RapidRank Dynamic Questions live to rank emerging decisions.

Close with a ClaritySprint. Run the sprint assessment to create owned, time-bound commitments. Every person leaves with a 1-week action plan, assigned ownership, and clear definition of done.

Kick off with a half-day session. Establish the sprint priorities (from prior diagnostic data). Run ClaritySprint to create Week 1 commitments. Assign ownership. Define "done."

Run weekly accountability cadences. Each week: review last week's commitments (Accountability Meeting assessment), re-prioritize if needed (RapidRank), create next week's sprint (ClaritySprint).

Run 1-on-1s with key leaders. CUSP meeting assessment structures the conversation. Personal Insights Action Plan keeps individual commitments tracked.

Close with a retrospective diagnostic. Re-run Baseline and Overall Priority. Compare to Day 1 data. Show the delta. That's your evidence of impact — and your justification for renewal.

Intake: Run Baseline + RapidRank on every participant before Session 1. You enter the cohort knowing each person's goals, blockers, and priorities. They enter knowing their own starting point — documented, not assumed.

Bi-weekly sessions: Teach a framework, then apply it. Each session includes a diagnostic component — a relevant assessment that makes the lesson personal. "We talked about prioritization. Now let's rank YOUR actual priorities."

Between sessions: ClaritySprint Lite. Every participant commits to 1–3 actions. Next session opens with accountability: "What did you commit to? What happened?"

Final session: Re-run Baseline. Compare Day 1 to Day Last. Show the growth. Celebrate the wins. That comparison IS your testimonial content and your case for a next cohort.

Run assessments 1 week before the quarterly session. "It's time for our quarterly check-in. Same assessments as last time — let's see where things have moved."

Compare data to prior quarters. This is where the magic lives. Side-by-side comparison shows what improved, what regressed, and what new issues have surfaced. Pull up the spreadsheet. Show the delta.

Facilitate a quarterly planning conversation grounded in the data. "Your team's #1 blocker shifted from hiring to execution. That tells us the hiring plan worked. Now let's focus here."

Set next-quarter priorities using RapidRank and ClaritySprint. The cadence repeats. Each cycle deepens the relationship and compounds the data. By year 2, you have a longitudinal dataset on the organization that nobody else has.