Design & Implementation

Who Design & Implementation is for

This level of work is for organizations that:

• Have already surfaced the real problems and do not want the Diagnostic to sit on a shelf.

• Are entering a critical 6–12 month window — AI initiatives, major product or GTM shifts, a reorg, or aggressive scaling.

• Understand that changing behavior requires changing structures, incentives, and ways of working, not just sending more messages.

• Want a partner who can think like an engineer and operate like an advisor to leadership.

What we actually work on

We focus on the levers that shape behavior and decision quality:

• Operating rhythms
  The cadences, formats, and expectations for leadership, team, and cross-functional meetings.

• Decision frameworks
  Who decides what, on what timeline, with which inputs — and how those decisions are documented and communicated.

• Communication flows
  How information moves between executives, managers, teams, and the front line, especially around change and risk.

• Incentive structures
  How compensation, recognition, and advancement policies encourage or undermine the behaviors you need.

• Behavioral guardrails
  Simple, explicit agreements about how you will handle known failure modes, conflict, and high-stakes calls.

How a typical 8–12 week engagement works

Phase 1 – Focus & Design Brief (1–2 weeks)
We narrow in on where change will have the most leverage.

• Review Diagnostic (or equivalent) findings.

• Identify 2–4 high-leverage domains (e.g., leadership cadence, deal review, planning process, performance/incentive model, cross-functional collaboration).

• Align on constraints, non-negotiables, and desired outcomes.

• Create a design brief we both agree to.

Phase 2 – Design (2–4 weeks)
We design practical changes to how work happens.

• Draft new operating rhythms, decision frameworks, communication flows, and/or incentive tweaks.

• Pressure test with a small set of leaders and “edge” operators who live the reality.

• Iterate until designs are both strong and realistic enough to pilot.

Phase 3 – Implementation & Calibration (4–6 weeks)
We support you as changes roll out and make adjustments based on reality.

• Support leaders and teams as new practices are introduced.

• Sit in on key meetings and decisions to see how the new system behaves.

• Adjust designs based on what we observe and hear — keeping the core intent, but tuning for fit.

• Identify what should become “the new normal” and what still needs work after the engagement.

What you walk away with

By the end of a Design & Implementation engagement, you have:

• A concise playbook describing new rhythms, structures, and expectations in plain language.

• Templates for agendas, decision logs, and communication artifacts you can keep using.

• Clear ownership — who is responsible for keeping each practice alive.

• A short list of leading indicators and signals to monitor going forward, so you know whether the changes are holding under pressure.

Pricing (example range)

Design & Implementation work is fully tailored. The investment depends on how many teams are involved, how deep the changes go, and how much hands-on support you want from Vibenometry.

As a reference point, most 8–12 week Design & Implementation engagements fall in the $60,000–$120,000 range. Smaller, tightly-scoped pilots around a single team or process may sit below that; broader, multi-team programs can go above.

After we’ve completed (or reviewed) a Diagnostic, we will scope a concrete engagement with clear phases, outcomes, and a fixed fee, so you know exactly what you’re investing in and how we’ll measure success.

These ranges are examples based on typical scopes. Your engagement will be priced to match your specific goals and constraints.

When Design & Implementation is not a fit

This level of work is probably not right if:

• There is no real openness to changing how work actually happens — the hope is to “train people” rather than redesign the system.

• Leadership is not aligned on the need to experiment and adjust.

• You are looking to fully outsource management or HR decisions to a third party.

  
  

If you’ve seen enough to know that insight alone won’t move the needle: We’ll look at your context and share whether a focused 8–12 week engagement is likely to produce a strong ROI.