They're heads-down in execution. We remind them, weekly, that influence is a separate job.
Behavioral science with teams at:
Your senior leaders are technically excellent. They're also invisible. The team gets no narrative, no context, no top-cover.
Execution-default (the doer-leader trap).
Leaders default to execution because feedback loops are tighter. Influence work has slow, ambiguous returns; without deliberate scheduling, it never gets done.
Co-occurs with status asymmetry and team disengagement.
A 52-email leadership-nudge series, not a workshop. One weekly prompt sent to each leader, calibrated to where they are. The discipline compounds across a year — without adding meetings.
Bespoke AI software, branded as yours, that holds the new behavior in place after we leave.
Ongoing advisory until the new behavior holds on its own.
Indicative figures from past engagements; your numbers will be measured against your baseline.
"We were clear on our development focus for the year. What was much harder was identifying the right partner to work with—one that is innovative and nimble, could bring best practice and industry experience, and keep our team engaged and challenged. A tall order, and one that the Glinda Group knocked out of the park!"
Sarah Waite · CHRO, Second Harvest Heartland
"I had sky-high expectations for Jordan and Laura, and they exceeded them. Their contributions to our business have been broader and more impactful than I ever could have imagined, and I want more."
Darryl Kelly · CEO, Aspect Software
We'll tell you what pattern is likely underneath, and what an intervention would look like for your context.
What Else Hurts?