Our Services

Focusing on building mission-driven executive teams, we help companies navigate their core organizational and strategic challenges.

01

Organizational Diagnosis

See the truth about your organization, find the growth levers

Through systematic organizational diagnosis, we help companies understand their current capabilities, identify key bottlenecks constraining development, and provide a scientific basis for organizational upgrade.

  • · Comprehensive organizational health assessment
  • · Core capability and bottleneck identification
  • · Organizational structure effectiveness analysis
  • · Talent structure alignment diagnosis
02

Strategy Execution

From consensus to action — make strategy happen

We help companies clarify what they want to do, what they can do, and what they are capable of — translating strategic intent into actionable plans that ensure effective execution across the organization.

  • · Strategic consensus workshops
  • · Strategy decoding and goal breakdown
  • · Key initiative identification and resource allocation
  • · Execution tracking and iteration mechanisms
03

Compensation & Performance

Align incentives with strategy, reward real contribution

Design scientific compensation and performance systems that ensure incentives align with strategic direction, energize teams, and support sustained business growth.

  • · Compensation system design and benchmarking
  • · Performance management system setup
  • · Customized incentive programs
  • · Long-term incentive mechanism design
04

Organizational Culture

Internalize in hearts, externalize in actions

Help companies diagnose their cultural landscape, shape a culture core aligned with strategy, and design implementation mechanisms that make values truly influence behavior.

  • · Corporate culture diagnosis
  • · Core values extraction and co-creation
  • · Culture implementation mechanism design
  • · Executive team culture alignment

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Frequently Asked Questions

How long does an organizational diagnosis take?
Typically 2-4 weeks, depending on company size and scope. We use multiple methods including questionnaires, interviews, and data analysis to comprehensively understand the organizational landscape.
What is the specific process for organizational diagnosis?
Our organizational diagnosis has four phases: current-state research (questionnaires + interviews) → data analysis (organizational health assessment) → problem diagnosis (bottleneck identification) → improvement recommendations (prioritized action plan).
When should a company consider an organizational diagnosis?
We recommend organizational diagnosis when you see these signals: business growth but declining efficiency, cross-department collaboration difficulties, core talent attrition, organizational lag after strategic shifts, or transition from startup to standardized management.
How is strategy execution coaching different from traditional strategic planning?
Traditional strategic planning focuses on "thinking clearly" — the deliverable is a strategy document. Our strategy execution coaching focuses on "doing it right" — not only helping companies clarify direction, but also ensuring strategy lands effectively across all levels through strategy decoding, key initiative identification, and execution tracking mechanisms.
At what stage does a company need strategy execution coaching?
Typically most needed at these turning points: product validation phase (0.1 to 1), scale-up phase (1 to 10), business diversification transitions, or when the industry undergoes major changes requiring strategic pivots.
When should a startup build a compensation system?
Usually when the team exceeds 30 people, or when you start seeing new-vs-tenured pay inversion or internal equity disputes. The earlier you build it, the lower the cost of future adjustments.
How should partners divide equity reasonably?
There is no standard formula, but key principles include: base on future contributions rather than past investments, set dynamic adjustment mechanisms (e.g., equity vesting), clarify exit rules, and distinguish ownership from decision-making rights. We recommend agreeing on these early in the partnership.
What is the typical cycle for corporate culture building?
Corporate culture building is not a one-time project but an ongoing process. A typical complete cycle takes 6-12 months: current-state diagnosis (1-2 months) → core values co-creation (1-2 months) → implementation mechanism design (2-3 months) → continuous reinforcement and iteration (ongoing).
How do you know if your corporate culture needs an upgrade?
Consider a culture upgrade when: original culture is diluted after rapid growth, post-merger cultural conflicts, declining innovation vitality, abnormal employee engagement survey results, or strategic transformation misaligned with culture.
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