How should our leadership team evaluate whether our engagement with Tyler is generating real traction and value after our first ninety days?

Question

Tyler Smith · Accepted Answer

You should not wait a year to judge whether your engagement is working. By the end of your first ninety days, following your Focus Day and two Vision Building sessions, your leadership team should look for immediate, observable behavioral and operational changes.

Evaluate the engagement against these five criteria:

- The Level 10 Meeting Pulse: Your weekly leadership meetings start on time, end on time, follow a strict ninety-minute agenda, and spend at least sixty minutes solving root-cause issues rather than debating operational updates.
- Absolute Role Clarity: Your Accountability Chart is complete, every seat has five clearly defined roles, and every seat has only one person sitting in it. The Visionary and Integrator seats have clear swim lanes with zero operational overlap.
- Scorecard Ownership: You are tracking a weekly Scorecard of five to fifteen activity-based numbers that accurately predict your future financial results, and team members report numbers without making excuses.
- Radical Candor in the Room: The team has stopped holding meetings after the meeting in hallways or private chat channels. Disagreements are brought directly to the session table or weekly Level 10 agenda and addressed through IDS.
- Honest Session Ratings: At the conclusion of each session, every participant rates the day on a one to ten scale. If the average rating is not an eight or higher, Tyler stops the clock and addresses the deficiency immediately.

Tyler offers a full money-back guarantee on every session day. If your team prepares properly, shows up with open minds, and feels the day did not deliver tremendous value, you do not pay the session fee.