Untangled Consulting
972-835-6201
Promotions Fail for Predictable Reasons
This Sprint Fixes them Before the Role Begins
The Promotion Readiness Sprint
De-risk critical promotions.
Turn high-potentials into enterprise-ready leaders in 12-16 weeks.
Most HiPo misses aren’t talent problems. They’re three derailers that show up at the exec table:
-
Avoiding conflict with peers
-
Long explanations instead of executive updates
-
Escalating decisions instead of owning them
Starting at $20,000 (scope depends on role level + stakeholder complexity)
Who is this for
This sprint is built for operating executives who:
-
are about to give a leader bigger scope (Director to VP, VP to SVP)
-
don't want to "hope" someone grows into it
-
want observable behavior change fast, with a sponsor readout at the end
This is not a fit if:
-
you want generic leadership training
-
the leader won't do real-world practice
-
you're trying to "fix" a chronic performance problem
What changes by the end
By the end of the sprint, your leader will:
-
address tension directly and professionally (no avoidance, no drama)
-
influence peers without authority or escalation
-
communicate with compression (punchline → proof → ask)
-
drive decisions with tradeoffs, owner, dates
-
show steadiness and credibility when stakes rise
And you'll get a Sponsor Readout: what changed, evidence, and the next 90 days.
When Leaders Call Untangled
Organizations usually bring me in when a high-potential leader is about to take on bigger responsibility and the stakes are high.
A high-potential leader is about to be promoted
You want them ready for the realities of executive leadership — not learning on the job.
A strong operator is struggling to influence peers
They deliver results, but cross-functional leadership is becoming the blocker.
Conflict avoidance is slowing decisions
Important issues are being worked around instead of addressed directly.
Communication under pressure is holding someone back
The leader is smart and capable, but their message gets lost in long explanations or defensive conversations.
A promotion feels risky — but the organization needs it to work
The business cannot afford a failed transition at this level.
What's included
Provide a general description of the items below and introduce the services you offer. Click on the text box to edit the content.
Readiness Diagnosis
(Weeks 1-2)
-
Enterprise-Ready Scorecard baseline
-
Stakeholder input (manager + key peers)
-
Identify top 2-3 derailers and where they show up.
Targeted Behavior Change
(Weeks 3-12/16)
-
1:1 coaching sessions (weekly or bi-weekly)
-
Live practice: conflict conversations, exec updates, peer influence scenarios
-
Fieldwork between sessions (real meetings, real conversations, real reps)
Sponsor Alignment and Readout (final week)
-
progress themes + evidence
-
what's not working
-
remaining risks + 90-day continuation plan
Optional: 90-day light-touch in-role support after the promotion
Promotion Readiness Outcomes
-
Director promoted to VP with cross-org support
-
Reduced conflict avoidance with executive peers
-
Improved executive briefings to CEO staff
-
Faster decision cycles across leadership team
​
Leadership Insights
Practical thinking about influence, accountability, and leadership drawn from real operating experience.
Influencing Peers w/o Authority
Why peer conflict happens and how great leaders resolve it.
Overtalking is a Listening Problem
The hidden leadership mistake that kills influence.
Disagreeing Cleanly
How strong leadership teams challenge each other without creating politics.
