NEW ONLINE PROGRAMS
Two new programs
one system
measurable results
NEW ONLINE PROGRAM
Into Action
Take effective action. Move from intention to results. Mobilize your teams. Get projects done on time.
NEW ONLINE PROGRAM
Elite Leadership
Develop leadership competence. Mobilize your teams. Create lasting impact.
Our Programs
You don’t have a talent problem.
You have a coordination and leadership problem.
Most organizations today are filled with capable people.
They have smart teams, strong leaders, and more tools and systems than ever before.
And still—work doesn’t move the way it should.
Not because people aren’t trying.
Not because they don’t care.
But because work breaks down in the space between people—and most leaders have never been given a reliable way to produce results through others.
That’s what our programs are designed to solve.
Our Programs – Overview
We have been designing and delivering immensely successful cultural transformation programs for some 35 years. To date we have generated over $4 Billion in value (new revenue and cost savings). We know what works and we know what doesn’t. We have what you need so the only real question is where do you want to start?
Two Programs. One System.
We focus on two things:
- How work actually gets done
- And how leaders reliably produce results through others
- Into Action addresses execution—how individuals and teams move work from idea to completion.
- Elite Leadership addresses leadership—how leaders create alignment, build teams, and produce results without becoming the bottleneck.
They can be taken independently, but together they form a complete system for improving how work moves across an organization.
Where to Start
- If execution is the issue, start with Into Action.
- If leadership capacity is the constraint, start with Elite Leadership.
- If both are in play—which is often the case—the programs work together to create a step-change in performance.
INTO
ACTION
Become an
Accomplishment
Machine
Turn your teams into
genuine production machines.
Try the First Module!
We’re confident enough in this work to let you experience it for yourself.
Start with the first module—on learning and action—at no cost. Do the work and put it into practice.
If it doesn’t change how you think about—and approach—your work, don’t go any further.
But if it does, you’ll know you’ve found something worth building on.
Most teams that are struggling don’t have a talent problem.
They have a coordination problem.
You’ve seen it.
Good people are working hard, but things still stall. Projects start with energy but lose momentum somewhere along the way, and work gets done… just not as originally intended, not on time, and not clean.
So people compensate—they push harder, stay later, and take work home.
And still, something’s off.
Because the issue isn’t effort. It’s not commitment, and it’s not even capability. It’s coordination.
Work breaks down in the space between people—between what’s said, what’s heard, what’s committed to, and what actually gets delivered. Most organizations don’t have a reliable way of seeing that, let alone fixing it.
Into Action is designed to change that.
It gives individuals and teams a clear, practical understanding of how work actually moves—from idea to commitment to completion—and where it typically goes wrong. More importantly, it provides a simple, repeatable way to close those gaps so that things get done as promised.
We've seen what happens when it clicks.
In one case, we helped Columbia House stand up a new business unit in seven months—when their previous best was eighteen. That eleven-month gain didn’t come from working harder; it came from coordinating better, saving months of burn and bringing revenue forward for a net impact of more than $5 million to the bottom line.
When this lands, the shift is immediate.
Conversations become clearer, commitments become real, and work begins to move without constant follow-up or firefighting. People stop spinning and start finishing.
The result isn’t just better output—it’s relief.
Evenings open up again, the pressure eases, and the team begins to trust that what gets started will actually get completed.
We’ve used our methods inside organizations of all sizes and across a wide range of sectors—organizations where execution was stuck, inconsistent, or exhausting—and seen them become far more reliable, far more productive, and far more sustainable.
Who This Is For
Into Action is for individuals and teams who are capable—but inconsistent.
It’s for organizations where people are working hard, but the results don’t reliably show up. Where projects start strong but don’t always finish cleanly, and where managers are spending too much time chasing, clarifying, and cleaning things up after the fact.
It’s especially valuable for leaders who have recently taken on more responsibility and are finding that getting work done through others is a very different challenge than doing it themselves.
If you’re seeing friction, missed commitments, or a steady drain of time and energy just to keep things moving, this work will resonate.
What You Can Expect
The impact shows up quickly—and in very practical ways.
Work that used to stall begins to move. Commitments become clearer and more reliable, and rework and confusion drop off. Teams spend less time chasing and more time completing.
The pressure eases, not because expectations are lowered, but because people finally have a way to coordinate effectively. Evenings open up again—people go home on time and have a life—and the constant background stress of unfinished work begins to fade.
Morale improves. Retention improves. And over time, organizations see more consistent execution and far better use of their capacity.
How The Program Works
Into Action is delivered as a structured, practical program that people can engage with immediately.
The core content is delivered online through a series of short, focused modules that walk through the mechanics of accomplishment step by step. Each module includes a simple assignment designed to be applied directly to real work, not hypothetical examples.
Participants don’t just learn the concepts—they use the new methods in real time, on real work that matters most.
For organizations, the program can be supported with facilitated sessions to reinforce the material, align teams, and ensure the practices are being consistently applied across the business.
The goal isn’t insight—it’s execution.
ELITE
LEADERSHIP
Leadership isn’t a role.
It’s a practice.
And most people were
never taught how to do it.
Try the First Module!
We’re confident enough in this work to let you experience it for yourself.
Start with the first module at no cost. Do the work and put it into practice.
If it doesn’t change how you see and approach leadership, don’t go any further.
But if it does, you’ll know you’ve found something worth building on.
Most people step into leadership because they were good at what they did.
They were strong performers—reliable, capable, and the person others could always count on—so they get promoted.
And suddenly, the work—and their world—changes.
It’s no longer about what you can do.
It’s about what you can produce through others.
And that’s where things start to break down.
Because leadership isn’t intuitive. It’s not about charisma, style, or position, and it’s not something you pick up by osmosis. It’s a discipline—one that very few people have actually been taught.
Most people come up through the ranks of management.
They learn how to organize work, track progress, solve problems, and keep things moving. Those are valuable skills—but they are not the same as leadership.
Leadership requires something different.
It requires the ability to create a powerful narrative about the future, build alignment, constitute teams, establish trust, mobilize action, coordinate effectively, and set clear standards.
And for many, that’s the moment things get difficult, because it calls for a set of skills they simply don’t have.
So new leaders do what they know.
They stay close to the work, step in when things go sideways, fill gaps, solve problems, and carry more than they should. Over time, they become the bottleneck—burning out themselves while their teams continue to look to them to step in and “save” things.
Not because they aren’t capable—but because they’re operating without a reliable way to lead.
Elite Leadership is designed to change that.
At the core of the program is a simple but powerful idea: leadership is not a personality trait—it’s an operating system.
Think of it this way: your phone doesn’t run on apps alone—it runs on an operating system that determines how everything works together. Leadership is the same. Without a reliable operating system, even talented leaders end up improvising, reacting, and carrying more than they should.
We call it the Leadership Operating System (LOS)—a practical set of disciplines that allow leaders to consistently produce results through others without over-functioning, over-managing, or burning out.
This isn’t theory. It’s not personality models or abstract frameworks.
It’s a set of practices that shift how leaders see, think, and act in real situations—so that alignment improves, accountability strengthens, and work moves cleanly across the organization.
When this lands, the shift is noticeable.
Leaders stop carrying the load themselves and start building teams that can carry it with them. Conversations become more direct, more honest, and more productive, expectations are clearer, and follow-through improves.
And perhaps most importantly, leaders regain capacity.
They have time to think, to plan, and to lead—rather than constantly reacting to what’s in front of them.
Who This Is For
Elite Leadership is for leaders who know something needs to change.
It’s for startup founders and early-stage leaders who are smart enough to see that building a great product does not automatically translate into being a great leader.
It’s for experienced leaders who recognize that the world they developed in is changing—or gone entirely—and that what got them here won’t get them where they need to go next.
It’s for managers who have stepped into leadership roles and are feeling the gap between what they know how to do and what is now required of them.
If you find yourself carrying too much, stepping in too often, or wondering why things aren’t getting done without your involvement, this work will resonate.
What You Can Expect
Leaders begin to operate differently—and the organization feels it.
Teams become more aligned, accountability increases, and execution becomes more consistent.
Leaders spend less time chasing and more time leading.
The constant need to step in and fix things begins to fade, replaced by clearer agreements, stronger ownership, and better follow-through across the team. The pressure eases, not because expectations are lowered, but because leaders finally have a way to lead effectively.
Evenings open up again—leaders go home on time and have a life—and the constant background stress of unfinished work begins to fade.
And this isn’t just cultural—it’s economic.
When work moves more cleanly across an organization, projects complete faster, rework drops, and capacity increases without adding headcount. Decisions get made more quickly, execution improves, and opportunities are captured instead of missed.
In many cases, the gains show up as months saved on key initiatives, reduced operational drag, and millions in recovered or accelerated value.
The result is measurable: better use of existing resources, faster time to market, and a meaningful impact on both revenue and cost.
Over time, organizations see stronger leadership benches, improved performance, and a culture where people take responsibility for producing results—not just completing tasks.
How The Program Works
Elite Leadership is delivered as a structured program that people can engage with immediately.
The core content is delivered online through a series of short, focused modules, each addressing a critical aspect of leadership—from setting direction and building alignment to managing commitments and producing accountability.
Each module includes practical assignments that are applied directly to the leader’s real team, real challenges, and real work.
Participants don’t just learn about leadership—they use the Leadership Operating System in real time, on the work that matters most.
For organizations, the program can be supported with facilitated sessions to align leadership teams, reinforce the practices, and ensure consistency across the business.
The goal isn’t to understand leadership—it’s to become someone who can reliably produce it.
Two Programs. One System. Measurable Results.
Better coordination. Stronger Leadership. That’s how work gets done.
Our Live Programs
HP2 specializes in the long-term development of Commitment Based Management for the sake of generating new levels of performance and profit for our clients.
Introductory Programs
Our flagship program runs for nine months and involves a substantial commitment of time and money. It comes with at 10X guarantee and while we have never failed to deliver on that promise, we understand that not everyone is willing to jump in at that level. With this in mind, we have crafted a series of short, introductory programs that enable your team to get a feel for our work, produce some immediate results and build the appetite for more substantial work. These sample programs can be tailored to run from ½ day to 2 days and are intended for groups of 15-100. The introductory offers include:
- Leadership in the New World – The post covid world of work is very different than the traditional working world we all grew up in. The work force of today is different, the way we work is different, the future of the office is uncertain, and this new world requires a new style of Leadership. This is where we give you a look at the new style of leadership and it’s implications for your company.
- An Introduction to Commitment Based Management– What we think of as modern management practices were invented by people who were born in the 1800’s. They are intended to enable Henry Ford and his peers to usher in the industrial world of mass production. That world is gone but the practices linger on and in todays new world they often pose a hazard to your success. We will show you a new and better way of working in which people learn to make and manage commitments and managers learn to manage commitments as opposed to activities.
- Real Teams – There is little that gets done in business these days that doesn’t require a team. While everyone thinks they know what a team is most people don’t actually have much competence in building and leading teams. In todays’ world any manager who doesn’t truly know how to build and lead teams isn’t going to be a manager for long. This is an introduction into the world of teams from people who have worked with national, Olympic, and professional teams.
- Authentic Learning– You can’t learn if you don’t change, and you can’t change if you don’t learn. Sounds great, but what does it really take to learn? The current common sense tells us it’s all about getting new ideas, data, and insights all for the sake of understanding as to understand is to know. That works in school but not out here in the real world. We have a different approach that isn’t new, it’s just effective. Let us pull back the cover and give you a peek.
- Innovation – Everyone knows it’s essential. Everyone wants to do it. Every company needs it and…almost no one knows what it really is nor can they do it consistently or strategically. Why is that? Funny you should ask. We have been showing people the secrets of innovation for a while now and guess what? They work every time. This is a little introduction to the basics.
- The New Working World – The future of the office is uncertain, talent is increasingly hard to find and keep, the workforce of today is more educated, sophisticate, agile, and mobile and that all creates disruption, what remains constant is that now, more than ever, your people are your #1 asset and if you want to keep them and have them make their biggest contribution to your organization you need to provide them top level development work. In this session we will point to the particulars that are driving the change and while most of them are global phenomenon there is much you can do to enhance your competitive position if you are willing to step outside of the proverbial box. Come take a look.
Gone are the days when smart companies were content to pay consultants to provide binders full of advice. Our clients believe that the future lies in learning and integrating new practices for coordination, cooperation, communication, and mobilization that become a permanent part of their organizational culture. This is how transformation really works, and it works best when done live so your teams can create, learn, grown, and innovate together.
Our flagship program is called the Total Transformation, and it is detailed in the OUR WORK section, which you can view here – It is intended to unfold over 6-9 months and cascade down through the various levels of your organization.
The top tier of the program is called the Global and consists of an off-site and 5 follow on conferences with projects, team coaching, and 5 implementation assignments. It comes with a 10X financial promise, which is that your company will get at least 10X what you invest in the program back inside the time frame of the program, or we will keep working with you at no extra charge until you do. It has never failed to fulfill that promise. This program is intended for your most senior players.
The next level is called the Core program, and it runs for 4-6 months consists of 3 conferences. It contains the very same material as the Global program, just not as much. It has the same off-site, conference, assignments, projects and coaching structure and is aimed at your mid to senior level managers.
Finally, there is the Foundation program. This is for your junior managers and high potential team members. It runs for 3 months and has the intensive and 2 conferences.
When you put all of these together into a unified project the results are amazing, rapid, and lasting. You can read the case studies for details and it’s expected to see dramatic improvements in profit, substantial cost savings, a reduction in turn over, and a tremendous improvement in morale.
Contact us for more information and to discuss the economics of a project.
“FORTUNES ARE NOT MADE IN BOOM TIMES. . . THAT IS MERELY THE COLLECTION PERIOD. FORTUNES ARE MADE IN DEPRESSIONS OR LEAN TIMES WHEN THE WISE MAN OVERHAULS HIS MIND, HIS METHODS, HIS RESOURCES, AND GETS IN TRAINING FOR THE RACE TO COME.”
G.W.BACON