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The People Architecture Blueprint is not exploratory.
It is used when leaders already agree on what’s broken and need to formalize decisions, roles, and operating cadence into a durable structure.
This work translates diagnostic insight into a system that can be run, reinforced, and held accountable without ongoing intervention.
This Solves
What You Actually Feel Day-to-Day:
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Approvals drag for days or weeks
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Managers one-off reinvent performance processes
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Decisions bounce between leaders or stall in email chains.
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Cross-functional priorities conflict because there’s no unified cadence
In 8–10 weeks, leaders leave with a defined structure for decisions, cadence, and accountability.
Typically engaged by:
SaaS/Tech and Professional Services
SaaS/Tech and Professional Services (150–400 FTE; post-M&A to 1,000 FTE)
Triggers:
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A new COO or CPO inheriting unclear decision rights
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Missed targets caused by approval bottlenecks
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Manager layers scaling faster than operating cadence
Observed effects after system design
Decision Latency (DLI)
Observed reductions of 20%–40% following system design
Manager Operating System Adoption (MOA%)
Higher adoption following clarified roles and cadence
Employee Experience Action Velocity (EAV)
Faster closure of employee feedback actions after governance is installed
Metrics reflect downstream patterns observed across engagements, not outcomes guaranteed by the Blueprint.
What You Get
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Operating model: decision rights, RACI, interfaces, escalation paths
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Manager operating cadence: weekly huddles, 1:1 scripts, recognition, workload guardrails
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Dashboards & metric definitions: scorecards for teams/leaders
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Governance calendar: defining monthly/quarterly reviews and owners
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Internal enablement materials for optional rollout
Assess → current operating model, spans/layers, decision baseline
Design → decision rights, interfaces, performance expectations
Document → playbooks, role clarity, and operating cadence
Define → governance forums, dashboards, and accountability owners
The Process
Engagement Scope
Core
(150–400 FTE): 8 weeks | $45k–$60k
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Operating model definition: decision rights, performance cycle, leadership cadence
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Playbooks & system documentation
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Manager OS starter set
Enterprise/Post‑M&A
(400–1,000 FTE w/ trigger): 9–10 weeks | $60k–$80k
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Multi-site system design: escalation paths and governance structure
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Synergy-capture decision framework
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Integration design artifacts
Add On:
→ Synergy‑capture checklist and integration comms (Post‑M&A variant).
Pricing varies by scope; design and documentation only. Execution remains internal or partner-led.
Teams using this blueprint cut decision latency by 20–40% within 90 days.
What system design makes possible
Outcomes
• Reduced reliance on ad-hoc decision making
• Clear execution expectations across roles
• More consistent manager judgment
• Governance that operates without constant intervention
Measurement definitions (DLI, MOA%, EAV) and tracking methods included in the final blueprint.
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