Turn communication breakdowns into measurable performance. In 90 days.
A 90-day embedded coaching sprint that goes where most leadership development stops: converting awareness into changed behavior, with before-and-after data to prove the shift. KPI-driven, function by function, built to feel like relief.
Communication breakdowns are a profit leak in disguise.
When feedback is deferred and departments work across a divide, the cost doesn't show up on one line. It leaks out as wasted hours, stalled decisions, and the quiet erosion of your best people's capacity.
Feedback deferred
Hard conversations wait for the formal review instead of happening in the moment, so small issues compound into big ones.
Departments across a divide
Two teams that must collaborate closely run at different paces and talk past each other, and the friction taxes every handoff.
Load on too few leaders
A handful of people absorb the escalations and the emotional weight, resolving in hour-long talks what a structure could handle in minutes.
Training that doesn't stick
Most training never reaches the job. The skills fade before they change how anyone works, and the spend leaks away with them.
Awareness on paper isn't the same as awareness in practice. The Sprint closes that gap, and measures it.
Being slammed by unpredictable, rapid-fire demands is the symptom, not the problem.
None of this reflects how hard your team is trying. It's what happens when the way people communicate hasn't caught up with the pace, and it's exactly what the Sprint is built to help with.
From reactive to strategic
The aim is to move the team out of constant firefighting and into strategic, repeatable ways of working, so energy goes to what actually moves the business forward.
Burnout is creeping into your best people
The leaders absorbing the escalations and the emotional weight are often closest to the edge. Lightening that load, with care, protects them.
The playing field doesn't feel level
When there's no shared way to give and receive feedback, ownership blurs and even capable people can't do their best work.
The Sprint doesn't just relieve the pressure. It builds a new way of working, built for the humans in it, so leaders are free to do their best work, and that lift compounds across every team they touch.
Not a workshop. A 90-day behavior-change system.
Anyone can run a session. The Sprint embeds Hanna with your team for 90 days with a humans-first approach, building communication and feedback into the daily rhythm of the functions that buy in, reducing burnout and aligning the team, with a measurement bookend so movement is shown, not asserted.
Feedback as a habit
Structured frameworks turn feedback from a scheduled event into an everyday habit, so it happens in the moment instead of the annual review.
Departments in sync
The divide between teams that must collaborate closely narrows, with sessions built around each team's real work, not a generic curriculum.
Proof, in the data
The HEARTnomics CORE Pulse runs at the start and the end, so your weakest area's improvement is a number you can put in front of a CFO.
What the research says about coaching ROI
ROI is different for every organization. But with the right processes in place, the investment pays off, because the change actually holds. Published research backs this up, and it also explains why most training doesn't.
Median ROI reported across organizations that measured their coaching investment
Of training typically transfers to behavior on the job, the bar a measured, embedded Sprint is built to clear
Sources: ICF/PwC Global Coaching Study, via the International Coaching Federation (coachingfederation.org); training-transfer meta-analysis, Blume et al. (2010). Self-reported and study-dependent; actual results vary.
Embedded, measured, and paced for real life.
Ninety days inside your team, coaching each function that opts in, with delivery that flexes to your busiest season.
- ✓A baseline pulse to establish exactly where the team stands and who owns the imbalance, before any coaching begins.
- ✓Department-specific sessions built around each team's own realities, moving straight to application if awareness work is already done.
- ✓Feedback & conversation frameworks — the methodology that turns an hour-long conversation into a ten-minute one.
- ✓Real-time reinforcement with a recurring drop-in format and a digital course, workbook and tracker, so every session feels like relief, not another assignment.
- ✓A closing pulse on the same instrument, so the shift is measured, not claimed.
Scoped per function or department.
The Sprint embeds around the specific team or department that buys in, and can expand across the organization from there. Pricing is scoped to team size and the number of functions involved, so you invest where the leak is, not everywhere at once.
A triage model that scalesThe value: relief, alignment, and change that holds, measured before and after.
A KPI-driven approach that proves the change.
Most culture work produces no measurable result, that's the norm. Hanna combines recognized global standards so the shift shows up in the data and in the room.
Six Sigma rigor
Measured before and after on the same instrument, so improvement is a number, not a feeling.
Maxwell leadership
Proven development that changes how leaders show up day to day, not just what they know on paper.
The HEARTnomics framework
Integration is the differentiator: feedback built into the daily rhythm of the team, not a one-off workshop.
What the change looked like, and why it mattered
Measured on the same instrument before and after, so the value is a result, not a feeling. Here is what the numbers actually meant for the team.
“What sets Hanna apart is integration. Anyone can run a workshop; she built feedback into the daily rhythm of two departments that used to struggle to communicate, with the data to prove the shift.” — Chief Financial Officer
From awareness to behavior change
From awareness to behavior change
A services-industry finance & culture team · peak season · recent leadership change
A team that had already invested in leadership development was seeing little change in daily behavior. The Sprint built a feedback architecture around the awareness they already had, then measured it: the weakest area, cross-functional communication, improved about 10% in weeks, roughly 4× the team's overall gain.
Gain in the weakest area
Vs. overall team gain
A CFO won over by the data
From awareness to behavior change
How a measured culture initiative moved a finance-led team, and proved it with before-and-after data.
The situation
A services organization's combined finance and people-and-culture team had invested in leadership development but seen little change in day-to-day behavior, all under the pressure of peak season and a recent change in senior leadership. Feedback was deferred to formal reviews rather than given in the moment, two departments worked across a persistent divide, and a few leaders absorbed an outsized escalation-and-emotional load, resolving in hour-long conversations what a structured process could handle in minutes.
Where it started
The team already owned foundational self-awareness work; what it lacked was the architecture to convert that awareness into changed behavior. So the engagement skipped awareness-building and entered at application, the point where most leadership-development efforts conclude, and where this one was built to go further.
What the measurement uncovered
The engagement was bookended by the HEARTnomics CORE Pulse, run at baseline and again at close. The baseline showed a team healthy in aggregate, which is precisely why the real issue had stayed invisible: the deficit was not whether feedback felt safe, but how often it happened at all, and one of the two departments was carrying the imbalance. The instrument located the exact gap, and who owned it, where a general impression could not. Beneath the communication symptoms, it also surfaced function leakage, responsibility and know-how concentrated in too few people.
Gain in weakest area
Vs. overall gain
Leader conversations
The solution
The Sprint ran through the HEARTnomics CORE stages, Integration and Baseline, Awareness to Behavior Change, Recalibration and Growth Pathway, for the full team. It was adapted with department-specific sessions built around each team's realities, a right-sized entry that skipped what they already owned, pacing built for peak season with a recurring drop-in format, and structured feedback and conversation frameworks (the methodology that turns an hour-long conversation into a ten-minute one), supported by a digital course, workbook, and tracker. The same measurement that opened the engagement closed it.
The result
The team's greatest weakness became its greatest gain: cross-functional communication, the lowest-scoring area at the outset, improved more than anything else, about 10% in a matter of weeks, roughly 4× the team's overall gain. The shift showed in behavior before the scores confirmed it, disengaged members started joining coaching on their own, and a feedback conversation the leaders had put off for months finally happened. Set against the field, where most training never changes behavior on the job and much of what's learned fades within a year, that's rare, and for a finance leader, the measurement is what proved it.
“What sets Hanna apart is integration. Anyone can run a workshop, session or training; she built feedback into the daily rhythm of two departments that used to struggle to communicate, with the data to prove the shift. My team understands each other on a deeper level, and you can feel it in how they show up.” — Chief Financial Officer
What's next
The engagement points to two complementary paths: deepen and sustain the gains within the same team with a steady feedback rhythm and a periodic pulse, and address the function-leakage exposure the work surfaced by documenting knowledge and distributing load before a planned transition tests it. In both cases the next step is a brief scoping conversation, grounded in the data the engagement has already produced.
Before you book the conversation
We've already done leadership training. Why is this different?
Most training ends at awareness and never reaches daily behavior. The Sprint is measured on the same instrument before and after: in one recent engagement the team's weakest area improved about 10% in a matter of weeks, roughly 4× the overall gain. You get a scored result, not a hopeful one.
We're heading into our busiest season.
The Sprint is paced for exactly that, with a drop-in format for real-time support. It's also where the KPIs move fastest: the behavior change often shows up in the room, people opting into coaching, long-deferred conversations finally happening, before the closing pulse even confirms it in the numbers.
Do we have to roll it out across the whole company?
No. It's a triage model, embedded around the specific function or department that opts in, then expanded. Each unit gets its own baseline and closing score, so you can see the return function by function before you scale.
How do we know it worked, and what's the return?
The HEARTnomics CORE Pulse scores the team at the start and the end, so the improvement is a measured delta, not a feeling. That is what turns "culture work" into a result your CFO can defend: in one engagement, the weakest area improved about 10% in a matter of weeks, roughly 4× the team's overall gain.
Scoped to your team
Priced by team size and the number of functions involved. The anchor below is where a single-team sprint begins.
Anchored around a team of roughly 25; final investment is scoped on your call with Hanna to your headcount and the functions you want embedded.
- ✓ 90 days of embedded, active coaching
- ✓ Baseline and closing CORE Pulse measurement
- ✓ Department-specific feedback & conversation frameworks
- ✓ Digital course, workbook, tracker & drop-in support
Talk to Hanna
Pick a time below to scope your Sprint. You'll leave knowing which team to start with, what the 90 days would look like, and how the shift will be measured. Free, and no obligation.