Sound familiar?
- Everything still lands on your desk, including decisions that shouldn't need you.
- Meetings run long, end without decisions, and the same issues come back next week.
- Everyone is busy, but nobody is sure what matters most this quarter.
- Who owns what depends on who you ask, and things fall between the cracks.
- You find out about problems when they hit the numbers, weeks after you could have acted.
- The team is capable, but it isn't pulling in one direction.
What changes with ORA.
Not a report. Not a binder of ideas. A business that works differently the week after.
Your time comes back
Decisions that don't need you stop reaching you. Ownership is clear, so the business stops queueing at your desk.
Everyone knows what matters
One short list of priorities for the quarter, each with a name next to it. Busy turns into progress.
Meetings end in decisions
Issues get solved at the root, once, instead of coming back every week.
You see problems coming
A handful of weekly numbers warn you early when something is off, long before it shows up in the accounts.
Accountability without chasing
When everyone owns something specific, follow-up stops being your job.
A team pulling one way
Your leadership team agrees, openly, what's really holding the business back, and commits to the same plan.
Structure tells you what to do. It doesn't tell you why people aren't doing it.
Most operating systems stop at the tools. We don't. Throughout the day, we watch for the habits, beliefs and quiet resistance that pull a team back to old ways, in the leaders as much as anyone.
We name them in the room, so the new structure has a real chance of sticking. That is the difference between a good workshop and a business that actually runs differently on Monday.
Built on evidence.
Specific goals beat “do your best”.
Decades of goal-setting research show that specific, challenging goals lead to higher performance than vague intentions.
Locke & Latham (2002), American PsychologistUnclear roles cost performance.
Across 169 samples and more than 35,000 employees, role ambiguity was among the work stressors most strongly linked to lower job performance.
Gilboa et al. (2008), Personnel PsychologyMeetings shape how people feel about their job.
Satisfaction with meetings predicted overall job satisfaction, even after accounting for pay, supervision and the work itself.
Rogelberg et al. (2010), Human Resource ManagementPlans stick when you decide when and where.
Across 94 studies, turning a goal into a concrete plan for when, where and how had a medium-to-large effect on reaching it.
Gollwitzer & Sheeran (2006), Advances in Experimental Social PsychologyThese are findings about the principles we build on, not claims about ORA's own results. We'll publish our client outcomes here as we earn them.
What you leave with.
- Clear owners for every part of the business
- This quarter's priorities, each with one owner
- A weekly scorecard of the numbers that matter
- A weekly leadership meeting that works
- An honest baseline on the five parts of the ORA Model
- The behaviours most likely to get in the way, named
After the day
Reset stands on its own. The natural next step is Direction: two days off-site to set where you're heading over the next three years. Momentum then keeps it all on track, quarter by quarter.
Straight answers.
Who should be in the room?
You and your leadership team: the people who run the main parts of the business. We agree exactly who in the First Meeting.
What if we only do Reset?
That's fine. The day stands on its own, and you leave with what you need to run the next 90 days. When you're ready for the longer view, Direction is the next step.
How is this different from a strategy workshop?
A strategy workshop usually ends with ideas. Reset ends with owners, priorities, numbers and a weekly rhythm, so things actually change on Monday.
What does it cost?
From NOK 50,000 for the day. There are three formats — NOK 50,000, 65,000 and 85,000 — set by the size and complexity of your business. We recommend the right one on the first call, and you know the full price before you commit.
Start with a First Meeting.
It's free. Who we are, who you are, and how we'd work together. You leave with your biggest constraint named, whether we work together or not.