O'NEAL COACHING Book Stacey

Organizations

Capable people. Results that aren't showing up.

You know the symptoms: decisions that stall, commitments that slip, trust that quietly erodes, leaders running on empty. Stacey names the leadership problem underneath in your language, then scopes the right level of work, from a single executive briefing to an advisory partnership.

Scope the work See the five levels →

What it looks like from your seat

01 — Stalled execution

Decisions get avoided. Deadlines get renegotiated. Rework becomes normal.

The plan is clear on paper. In practice, ownership is fuzzy and the same breakdowns repeat each quarter.

02 — Weak accountability

Standards exist. They are reinforced inconsistently.

Good performers carry the load while missed commitments go unaddressed. People watch what leaders tolerate.

03 — Trust erosion

Unclear agreements, side conversations, issues raised too late.

Teams stop telling the truth upward. Conflict goes underground instead of getting resolved.

04 — Burnout

Your best leaders are depleted and still delivering. For now.

Short-term heroics are compromising long-term performance, and the people who make it go are quietly looking elsewhere.

Five levels of engagement.

Start where the problem is. Each level is designed to create the next one only if deeper change is required.

  1. 01
    Offer

    Keynote or executive briefing

    Outcome

    Shared language, urgency, and one committed next action per leader.

    Indicative scope

    45–60 minutes, optional Q&A. In person or virtual.

  2. 02
    Offer

    Leadership performance intensive

    Outcome

    Diagnose the performance barrier and practice one core capability together.

    Indicative scope

    90 minutes, half day, or full day.

  3. 03
    Offer

    Team execution sprint

    Outcome

    Translate priorities into agreements, accountability, and 30- to 90-day execution.

    Indicative scope

    4–8 weeks, team-based, with a sponsor check-in cadence.

  4. 04
    Offer

    Leader cohort

    Outcome

    Build repeatable leadership behavior across a selected group of managers or emerging leaders.

    Indicative scope

    8 weeks, with measurement and coaching. Built on the GET AFTER IT system.

  5. 05
    Offer

    Advisory or consulting partnership

    Outcome

    Sustain culture, accountability, communication, and execution systems with leadership sponsorship.

    Indicative scope

    Quarterly, or a 6- to 12-month scope defined with the sponsor.

Scope the work Start with an intensive

The first conversation

A diagnostic, not a pitch.

Before scoping anything, Stacey works through seven questions with the sponsor. The answers decide whether a keynote is enough or whether the problem needs deeper work.

  1. Where is underperformance visible, and what is it costing?

  2. Which leaders and teams are involved?

  3. What standards, agreements, or decisions are unclear?

  4. What has already been tried, and why did it not hold?

  5. What behavior must change, and what evidence would show it changed?

  6. Who sponsors the work, and what will that leader reinforce?

  7. What can a keynote reasonably accomplish, and what requires a deeper engagement?

What your organization has after Stacey leaves.

  • A shared language for accountability, resilience, decision-making, and recovery.
  • Clearer standards, ownership, and agreements.
  • Commitments translated into measurable next actions.
  • Leaders better equipped to tell the truth, address breakdowns, and act under pressure.
  • A practical 30-, 60-, or 90-day implementation plan.
  • Baseline and follow-up measures chosen with you, appropriate to the engagement.

Measures are selected with you before the work begins. A keynote creates insight, urgency, and shared language. Sustained change requires application, sponsorship, and follow-through, and the level of engagement is matched to the depth of change you need.

Name the problem. Scope the work.

Tell Stacey what you are seeing and who is involved. She will tell you honestly what level of work it needs.

Scope the work See the talks

Not ready to talk? Work it through first →