Ten common entry points
What are you trying to solve?
Each challenge below connects to a focused PAG solution. The engagements are intentionally defined and practical: diagnose the issue, make the problem visible, create the right tool or intervention, and move.
01
“We know something is off—but we can’t put our finger on it.”
Focused solution
Organizational Health Diagnostic
A short-cycle organizational diagnostic built around PAG’s proprietary Organizational Health Survey™ (OHS) and targeted stakeholder inquiry.
WHAT
OHS creates the quantitative fact base across 4 organizational quadrants, 12 dimensions and 60 items: Strategy, Culture, Talent and Information. Selected stakeholder interviews add the context behind the scores. The result is a clear picture of strengths, gaps, cross-cutting patterns and the issues most deserving leadership attention.
WHY PAG
This is not another engagement or satisfaction survey. OHS looks at the organizational system and shows how the conditions that drive performance interact. That helps leaders avoid spending time and money fixing the loudest symptom instead of the underlying problem.
HOW
Define the scope → deploy OHS → interview selected leaders/employees → analyze the circumplex, dimension results and meaningful demographic patterns → executive readout with priority findings and a practical action roadmap.
You leave with: an evidence-based organizational fact base, OHS™ results and circumplex, key themes, priority issues and a leadership action agenda.
02
“My leadership team needs to get on the same page.”
Focused solution
Leadership Team Alignment Intensive
A focused executive-team engagement designed to surface misalignment, clarify expectations and establish how the team will operate together.
WHAT
PAG combines targeted leader interviews, selected assessment tools where useful, and a facilitated working session around priorities, roles, decision making, leadership expectations and team behaviors.
WHY PAG
Alignment is not simply agreement. It is clarity about what matters, who owns what and how leaders behave when pressure rises. PAG turns a fuzzy “team problem” into explicit operating commitments leaders can actually use.
HOW
Leadership pre-work → short diagnostic/interviews → facilitated half- or full-day intensive → explicit team commitments, operating agreements and a near-term alignment roadmap.
You leave with: a clearer leadership operating model, agreed team behaviors, decision/role clarity and specific commitments for the next 90 days.
03
“Why can’t we find—and keep—the right people?”
Focused solution
Talent Selection & Alignment Sprint
A practical reset of how the organization defines “right fit,” evaluates candidates and makes selection decisions.
WHAT
PAG connects the role to the organization’s Cultural Elements™, behavioral expectations and leadership competencies, then builds a sharper success profile, behavioral interview questions and a consistent selection scorecard.
WHY PAG
Most bad hires are not caused by a lack of résumé screening. They happen because organizations have never defined the behaviors and cultural conditions required for success. A clearer selection system improves consistency and reduces the cost of hiring on instinct.
HOW
Select the priority role or job family → define success requirements → build behavioral criteria and interview tools → calibrate the interview team → put the system into use immediately.
You leave with: a role success profile, interview guide, evaluation criteria and a repeatable selection process that can be used right away.
04
“Our managers are good at their jobs—but are they actually good leaders?”
Focused solution
Leadership Essentials Intensive
Applied development built around PAG’s proprietary Leadership Competency Blueprint™ rather than generic leadership content.
WHAT
Participants work from twelve observable leadership competencies, using self-assessment and/or 360-degree feedback, applied exercises and real leadership situations to identify the behaviors that matter most.
WHY PAG
Technical competence does not automatically create leadership competence. PAG makes leadership behavioral, visible and coachable—so development is tied to what people actually do on the job.
HOW
Choose the participant group → assess priority competencies → deliver a focused workshop series or full-day intensive → create individual leadership commitments and optional coaching follow-through.
You leave with: a shared leadership language, assessment insight, practical tools and specific development commitments for each leader.
05
“Our culture isn’t what it used to be. What changed?”
Focused solution
Cultural Elements™ Sprint
A focused process for making the organization’s identity explicit and reconnecting culture to how people actually work.
WHAT
Using PAG’s Cultural Elements™ process, leadership clarifies the essential elements of the culture: Vision, Purpose, Characteristics, Values and Behaviors. The work identifies what must be protected, clarified or deliberately changed.
WHY PAG
Culture is not a slogan or employee-experience campaign. It is the system of shared meaning and behavior that guides decisions when leaders are not in the room. PAG gives that system structure and language.
HOW
Leadership discovery → facilitated culture working session/card sort → draft Cultural Elements™ → leadership validation → focused activation priorities. A Cultural Roadmap™ can be added when the organization is ready to codify and communicate the full culture.
You leave with: a defined set of Cultural Elements™, shared language for the culture and an activation roadmap leadership can begin using immediately.
06
“We have values—but are they actually driving behavior?”
Focused solution
Values-to-Behaviors Activation
Translate abstract values into specific, observable behaviors that can guide people and leaders every day.
WHAT
PAG works with leaders to define what each value looks like in action—creating core behaviors for everyone and, where appropriate, distinct leadership behaviors for people who lead others.
WHY PAG
Values create business value only when they shape choices. Behavioral definitions make culture usable in hiring, onboarding, feedback, performance, leadership development and recognition.
HOW
Review current values → facilitate behavior-definition work → pressure-test examples → create a practical behaviors framework → map where those behaviors should show up in people systems.
You leave with: values translated into observable behaviors, behavioral examples and a practical plan for embedding them into the employee experience.
07
“We’re about to make a major change. Is the organization really ready?”
Focused solution
Change Readiness Diagnostic
A focused readiness assessment that identifies the organizational conditions most likely to accelerate—or block—change.
WHAT
PAG converts the twelve OHS™ dimensions into a structured change-readiness inquiry and uses targeted stakeholder interviews, selected data and leadership input to assess readiness across Strategy, Culture, Talent and Information.
WHY PAG
Organizations often treat change as a communication problem. PAG looks underneath the communication plan at leadership alignment, trust, capability, systems, measures and other conditions that determine whether adoption can actually happen.
HOW
Define the change → identify critical stakeholders → conduct structured readiness interviews/targeted assessment → map risks and enablers → executive readout with prioritized actions before rollout.
You leave with: a readiness map, clear risks and enablers, stakeholder themes and a focused set of actions to improve the probability of successful adoption.
08
“Our strategy makes sense at the top. Why isn’t it translating into execution?”
Focused solution
Strategy-to-Execution Alignment Sprint
A short-cycle diagnostic and working session focused on where strategic intent is losing traction inside the organization.
WHAT
PAG examines the connection between vision, planning, leadership, systems, measurement, performance information and accountability to identify where the strategy is breaking down between the executive team and the work.
WHY PAG
Execution problems are rarely one thing. A good strategy can still stall because roles are unclear, priorities compete, measures send the wrong signal or systems do not support the desired behavior. PAG looks across those conditions together.
HOW
Review strategy and key operating materials → targeted leader interviews → diagnose execution barriers → facilitated working session → clarify the handful of decisions, roles, measures and actions needed now.
You leave with: an execution-barrier map, leadership alignment on the real constraints and a focused action plan that connects strategy to operating behavior.
09
“I need one of my executives to grow—fast.”
Focused solution
Leader of One™
A fixed-duration executive development engagement grounded in assessment, organizational psychology, leadership behavior and the executive’s real business context.
WHAT
Coaching can integrate personality and self-awareness assessment, PAG’s Leadership Competency Blueprint™, self/360 feedback and stakeholder context to define the few leadership behaviors that will create the greatest leverage.
WHY PAG
Coaching should produce more than insight. PAG connects self-awareness to behavior, role demands and measurable leadership impact—so development occurs in the work, not outside of it.
HOW
Assessment and context → focused debrief → Leader of One™ development roadmap → scheduled one-on-one coaching → real-work application and progress review.
You leave with: a focused development roadmap, deeper self-awareness, clear behavioral priorities and an accountability structure for sustained leadership growth.
10
“We’re using AI—but are we actually getting better because of it?”
Focused solution
Psychology of AI™ Intensive
A human-centered AI capability engagement focused on how people think, interact, challenge, verify and apply AI—not on selling a particular tool.
WHAT
PAG teaches the Psychology of AI™ and its 9-step Interaction Model through real client work. Participants learn how framing, context, iteration, challenge, verification and judgment determine the quality of AI-assisted performance.
WHY PAG
Tool training becomes obsolete as platforms change. Interaction capability transfers. The advantage is better thinking with AI: stronger output, faster learning, better judgment and more consistent adoption across tools.
HOW
Select executive/team use cases → applied workshop or intensive → live interaction practice → build repeatable workflows and habits → optional follow-up coaching or team application session.
You leave with: a repeatable interaction model, stronger AI judgment, practical workflows and a team that knows how to use AI more effectively in real work.
