The real-world examples I share with you are from real work, with teams I led and real clients who are trying to create a top down culture of open communication and clear accountability.
Your own results will depend on your drive, effort, and consistency.
But you already know success takes clarity, alignment, and focus.
If you’re looking for a “quick fix” -- This is not for you.
Nothing about being a COO/Second-in-Command is “easy.”
With that said, it is straightforward, let me show you.
What You’re Getting.
This isn’t just another email update clogging your inbox. I’m inviting you to grab all the secrets your peers and I use on a daily basis.
I don’t bother with strategies that don’t work. That would be like shooting myself in the foot.
Instead, I will show you the exact process & techniques I use, myself and with my clients. Then occasionally invite you to join a workshop or peer group for deeper insights & personalized support that you can wow your current CEO or secure your future.
I’m not a pushy, cookie-cutter coach, and these aren't theoretical musings.
You’ll hear countless success “gurus” talking about un-tested strategies that sound, and are, too good to be true.
While they were playing business, I was building real operational muscle – defining structures, aligning teams, improving culture & communications, and doubling revenue.
Rewind to my days as a project manager for a $20M government contractor.
In that world, Customer Experience is everything.
Outstanding evaluation scores (at least 4.5 out of 5) keep contracts coming in.
And that’s a tall order because you have to exceed requirements in a way that benefits hard to please government officials.
Which means truly understanding what matters to your clients & finding a way to deliver that and then some…all within budget and scope.
So what did we do?
1. Asked questions that uncovered the deeper “why” behind each request so we could deliver services that met those needs as well.
2. Used real challenges to consistently refine our work, implementing what we learned along the way.
3. Continually identified methods to save costs and innovate across the board.
4. Really listened to what our clients needed, how we were doing, and where we could add meaningful value.
For example, we developed a list of FAQs with approved responses so we could reduce the number of calls and emails escalated to our client.
“But Diane why are you telling me this, I thought you were helping me how to strengthen my COO chops?”
I am.
This is the exact approach I used to strengthen relationships, gain greater understanding, and build teams that wowed our clients.
The result? Nearly perfect evaluation scores – an average of 4.9, with most contracts hitting a perfect 5.0.
Imagine what you could achieve if you and your CEO were this in sync, everyone was clear on who is doing what, and employees were bought into their roles, responsibilities and goals.
Anyhow, that's how I became a COO.
The company was focused on growth, my CEO was bursting with ideas, my team weren't clear on their roles meaning everyone was doing a bit of everything, and it was my job to boost productivity and revenue.
But because I was also wearing multiple hats, I couldn’t just drop everything and do things my way from Day 1.
Meaning I had to make it happen with what we had.
The plan was simple:
Incrementally integrate proven business operations best practices.
I focused on clarity, alignment, and engagement to get everyone on the same page and fully invested.
The outcome? Improved morale, greater accountability and, within 3 years, double the revenue.
Here’s why it works:
When the top two leaders are in sync and filtering ideas, confusion fades and communication improves.
When everyone's roles, responsibilities & goals are crystal clear, everyone knows where they fit and what needs to be done.
When you frame conversations, listen to the room, and share information in a way that helps others understand, you become the leader others want to follow.
But first, you have to put the effort in to get there & stay there.
It took me 20+ years of strengthening systems, leading teams, and learning communication strategies to develop a framework that does exactly that.
Then two more years refining that system with other leadership teams (COOs & CEOs) to distill it into a format that anyone can use.
Today, I spend my days guiding COOs through the steps they need to take to create the relationships, clarity, focus, alignment and accountability needed to move the company forward.
All while reducing stress and uncertainty. Because I give them a system that provides the support, conversation frameworks, and strategies they need to become the leader they were always meant to be.
Look. I’m not going to overcomplicate this; the core idea is straightforward:
Create clarity. Stay focused. Engage your team.
Step 1: Strengthen your relationship with your CEO.
This part is easy. Because you’re not starting from scratch.
You already know what makes them tick.
But how do you get them to slow down and truly hear you?
How do you manage the flow of ideas?
How do you get everyone aligned before you dive into accountability?
That’s where the 5-day course comes in.
P.S.
For those of you who skipped straight to the bottom to find out how much it will cost, and what you’re getting… I’m offering you a FREE course outlining the strategies needed to create alignment, retain staff, and keep your business moving forward.
I’m also inviting you to join my email list where I share insights and offers around the five elements of the course and more so you can get in sync with your CEO, keep the company focused, get staff engaged, and create a culture of mutual accountability.