Stop drifting. Start operating.

The Stay Interview

A 4-question conversation you run with every team member every 90 days — what would make you leave, what would you change if you ran this team, what's missing, what's your number. Catches the resignation six months early and surfaces the friction nobody's saying out loud.

The Two-Way Contract

Most managers treat A-players as 'good, leave them alone.' That's how they walk. The cohort gives you the script to make their growth path, comp ceiling, and the trade-offs explicit on both sides — so the best people stay because they want to, not because they're stuck.

The Difficult Top Performer Script

The conversation playbook for the highest-output person on the team who's also the biggest source of friction. Direct language, escalation framework, and when to fire your best contributor.

The Hiring Filter

Three interview questions that identify ownership and grit without the 'tell me about yourself' theater. Built around a single test: have they ever owned a problem end-to-end past the point of wanting to quit. Plus a scoring rubric so it's not just gut feel.

The Three Uses

If you can only name one job your product (or your role) does, you've got a feature, not a business. The cohort works through your offer or your position to surface the second and third uses that 3x the market.

The Visibility Campaign

The 3-step monthly contribution system that gets your name in promotion conversations without politics. Identify 3-5 endorsers, find one specific thing each cares about, contribute one unprompted, useful thing per month. Six months in, your next role is being discussed without you in the room.

The Comp Audit

How to know your role's market band, your three nearest comps, and your actual 18-month value-add before the next pay conversation. Walk in with a number, not a hope, and the receipts to back it.

The problem: "I work hard but I can't tell why my career or business isn't moving."

By end of week: An honest one-page map of where you actually are — workload, output, visibility, comp, energy. The baseline every other week measures against.

The problem: "My business doesn't scale because every decision still comes through me."

By end of week: The 5-question diagnostic that finds the single biggest bottleneck in your business this quarter — and a 30-day plan to remove it.

The problem: "Peers I trained are getting promoted past me and nobody can tell me why."

By end of week: The 3-5 endorsement targets that matter for your next role and a monthly contribution plan for each.

The problem: "I do the work. Nobody sees it."

By end of week: A 90-day visibility plan with specific monthly actions per stakeholder. Quiet, ethical, not LinkedIn theater.

The problem: "My best contributor is also the biggest problem on the team and I keep avoiding the conversation."

By end of week: Direct conversation scripts, escalation framework, and the moment to part ways with a top performer — with the language that keeps your culture intact.

The problem: "I keep getting blindsided by my best people quitting."

By end of week: The 90-day Stay Interview cadence + the Two-Way Contract you'll have written with every direct report by week 12.

The problem: "I don't know what to ask for and I don't know how to ask."

By end of week: Documented comp audit + a scripted negotiation with a real number, three peer comps, and your 18-month value-add.

The problem: "I don't want to be a LinkedIn influencer but I'm also invisible to the people who could open doors."

By end of week: A one-sentence positioning statement + a weekly contribution habit that builds rep without the cringe.

The problem: "I hire smart people who don't deliver or don't stay past 18 months."

By end of week: The 3-question Hiring Filter, a scoring rubric, and a 30-day onboarding script that catches the bad fit early.

The problem: "I'm boxed in. There's no obvious next move."

By end of week: Three documented uses for your offer — or three adjacent roles you'd be qualified for after 6 months of stretch. Unsticks the 'no next move' problem.

The problem: "I make good money and still feel broke. I have no idea if I'm on track."

By end of week: The personal money system installed: the 5 rules, the spending plan with hard caps, the 5 accounts, the 7-step order of operations. Tailored to your number.

The problem: "I learn things in programs and then nothing changes after the program ends."

By end of week: A documented case (promotion if you're climbing, business if you're building) + a written 90-day action plan with weekly checkpoints you carry out of the cohort.

What if I do not get promoted inside 12 months?

The cohort installs the system. Promotions happen on company timing, not yours. Most members see their next jump within 6 to 14 months of finishing, with the system continuing to produce results for years after.

What is the time commitment per week?

2 to 4 hours per week, including the 60-minute live call, the weekly module, the action items, and your optional 1:1 session if you use it.

Can I do this while working full-time?

Yes. The cohort is built for full-time professionals. Calls run in the evening Eastern Time. 1:1 sessions are scheduled at your convenience.

What if I miss a live call?

Recordings drop in the community within 24 hours.

Is there a payment plan?

$4,997 is the one-time price. A 3-month payment plan is available on request. Email jgrimes@gtrconsults.com.

Do I have to use the weekly 1:1?

No. The 1:1 is available every week if you want it. Most members use it during weeks they have a specific career conversation, promotion pitch, or workplace situation to work through. Skipping weeks is fine.