Installed execution system · system creator-led · Operates inside live work at the leadership team level
Led by J. Scott, Founder & CEO, 120VC
Trusted by Fortune 500 organizations to lead enterprise-scale transformations.
The ELPA was built because success was the only option, and is led by the system’s creator and 120VC founder. It is a leadership performance accelerator where executives and their direct reports install the 120VC Execution Leadership System directly into live work.
From day one, leadership stops reacting and starts operating as an investment strategy. Time, talent, attention, and capital are allocated intentionally with a clear expectation of measurable improvement in customer satisfaction, team satisfaction, and profitability, none at the expense of the others.
Stop Reacting. Start Investing.
Install the Execution Leadership System.
Assess leadership commitment, readiness, and system fit
→ Looking for the Transformational Leadership Program (TLP)?
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Most leadership programs sit beside the business.
Leaders learn new language.
Execution does not change.Under real pressure, your current leadership system reveals itself:
Priorities shift constantly, and work struggles to finish
Escalations replace decisions
Heroics replace disciplined execution
Alignment is assumed, then breaks downstream
People do not rise to their aspirations.
They fall to the level of their leadership system. -
ELPA does not develop leaders in isolation.
Change happens inside live work, under real pressure, led by the executive responsible for the team's success.
It installs a shared execution leadership system directly into how leadership teams:
Align on priorities before work begins
Make decisions as a team, not in silos
Rationalize work that earns commitment
Review outcomes and improve results
A leader’s commitment is to the success of the team, not any single individual. Team members commit to earn their place on the team through their work every day.
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A System Creator-Led Execution Accelerator
ELPA is a leadership performance accelerator where executives and their direct reports install the 120VC Execution Leadership System together.
This is not training.
This is not consulting.
This is a system installation.By week 16, the system is not understood. It is operational.
Over the following 13 weeks, leadership moves upstream, operating inside the system to intentionally allocate time, talent, and capital as investments that produce measurable return.
In the next 13-week operating phase, leadership capability compounds through the work itself, as the team deliberately develops judgment, decision-making, and execution mastery in real time.
The result is not a trained team.
In less than a year, you have a leadership system and team that is unstoppable.
Execution is no longer a point of failure.
Leadership capacity is distributed, not concentrated.
Reality is visible early and without fear.
Capital is allocated intentionally, not consumed by demand.
Volatility increases advantage instead of causing panic.
Every deployment of time, talent, attention, and capital is intentional and constantly drives growth for the company.
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After system installation:
Leaders plan, commit, execute, and review together as a single leadership team
Priorities align before work begins, eliminating mid-week churn and rework
Low-value work stops getting funded because work must earn commitment
Dependencies surface early and are resolved upstream, not through escalation
Meetings produce clear commitments and decisions, not updates or theater
Silence no longer masquerades as alignment; gaps and misalignment are visible and addressed
Accountability becomes factual, not political, because commitments are explicit
Execution becomes predictable instead of heroic, without slowing the business
The leadership bench becomes clear—who can and will operate at this level is visible in the work
The team functions as a leadership team, not functional silos.
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ELPA is for executive leaders who believe things can work better and are not willing to accept “this is just how it is.”
It’s for competent VPs and SVPs who have worked through project management, Six Sigma, Agile, and every other wave of improvement, and still believe a successful execution system is possible.
It’s for leaders who read “leadership stops reacting and starts operating as an investment strategy. Time, talent, attention, and capital are allocated intentionally with a clear expectation of measurable improvement in customer satisfaction, team satisfaction, and profitability, none at the expense of the others” and immediately recognize it as their own personal truth.
It’s for leaders who care deeply about their teams, feel the weight of broken systems, and are driven to make things better, not just manage around the damage.
It’s for executive leadership teams willing to install the system themselves first, operate inside it visibly, and lead the change from the level where authority actually lives.
If you still believe there’s a better way to execute—and you’re ready to commit to it—ELPA is for you.
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ELPA is not for individual leadership development, and it is not for leaders looking to delegate leadership development to HR, L&D, or a pilot group.
It’s not for executives who want their teams to change while they remain outside the system, or who believe participation can be optional.
It’s not for organizations seeking inspiration, tools, optics, or new language without changing how priorities are set, decisions are made, and commitments are held.
And it’s not for leaders who need exception status to stay comfortable.
If leadership development is something you want to sponsor, customize, selectively adopt, or stay above, ELPA will not work, and we won’t pretend otherwise.
This system works every time until leaders exempt themselves from it, or tolerate those who can’t or won’t at the expense of those who can and will.
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ELPA must start at the executive level (SVP or VP) because new ways of working must be shared, not fragmented. They only take root when leaders model, master, and reinforce them where real authority lives, then cascade them down into the organization.
Most execution systems don’t fail because leaders are unwilling, but because they believe they can operate one way while the rest of the organization translates their intent into execution. That assumption is wrong.
People don’t translate leadership behavior. They model it. Leaders cannot lead a system they do not understand.
When executives don’t operate inside the system themselves, they cannot reinforce it, coach it, or protect it under pressure. What they don’t understand, they override. What they don’t practice, they cannot model. The result is fragmented execution, wasted time, and lost money.
This is why project management, Agile, OKRs, and Six Sigma failed in so many organizations. Leaders supported the ideas but never lived inside the system. The organization followed what leadership did, not what leadership said.
When leaders go first and operate inside the system visibly, alignment holds, decisions stick, and execution stabilizes. Only then can success be cascaded down with integrity.
This isn’t about hierarchy. It’s about how human systems actually work.
ELPA Executive Summary
Join the next cohort starting March 4, 2026
Assess leadership commitment, readiness, and system fit
How It Works - The Installation Model
The system is installed through three phases:
Phase 1 stabilizes execution through a 16-week leadership system installation
Phase 2 shifts leadership upstream to operate as an investment strategy
Phase 3 compounds leadership capability through the work itself.
Together, the phases create predictable execution, intentional investment, and durable leadership capacity.
Phase 1
A 16-Week Executive-Led System Installation
The Executive Leadership Performance Accelerator begins with a 16-week installation phase that runs on two tracks.
Leadership teams install the 120VC Execution Leadership System inside their own organizations, while executives and their leadership teams calibrate judgment alongside leaders from other companies through structured workshops and daily assignments.
This is not theory layered on top of the business.
The system is installed directly into live leadership work.
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30 minutes per day
A fixed daily learning and reflection assignment. Participants study a focused concept, journal their shifts in thinking, and engage with reflections from other leaders applying the same system under different conditions.
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(Private, inside each leadership team)
Weekly Focusing Exercise
1 hour per week
The leadership team aligns priorities, sequences work, and resolves dependencies before execution begins.Daily Focusing Exercise
30 minutes per day
End-of-day reconciliation against the weekly plan. Leadership Team Members close loops, capture learning, and intentionally adjust calendars to protect priorities.Weekly Team DOING
1 hour per week
A Leadership Team execution checkpoint. Team members state what they learned, what outcomes they will deliver by week’s end, and the help they need. Not planning. Not problem-solving. Just alignment and commitment. -
2.5 hours every other week
Facilitated by J. Scott, the system creator and founder @120VC. Structured workshops grounded in real application, with cross-company experience sharing that reinforces standards and sharpens judgment.
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Bi-weekly | Private
Dedicated coaching for the executive sponsor focused on protecting the system under pressure, reinforcing standards, and ensuring adoption and follow-through.
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~8.25 hours per person, per week
That time already exists. ELPA reallocates it from reaction, rework, and escalation into intentional investment that produces measurable improvement in customer satisfaction, team satisfaction, and profitability.
Phase 2
Operating Leadership as an Investment Strategy
A 13-Week Executive-Led Operating Shift
Phase 2 begins once the execution system installed in Phase 1 is fully operational.
Execution discipline is no longer the constraint.
The constraint now is where leadership chooses to invest.
In Phase 2, leadership attention moves upstream. Executives and their leadership teams stop approving work reactively and begin operating leadership as an investment strategy, intentionally allocating time, talent, and money as capital with an explicit expectation of measurable return.
This is where failure stops getting funded.
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Leadership no longer behaves like an approval body responding to demand.
Instead, leaders originate work intentionally, identifying where customer satisfaction, team satisfaction, or profitability can be measurably improved and bringing those opportunities forward as explicit investments.
Work does not enter execution because it was requested, escalated, or packaged convincingly. It enters execution because it has earned commitment.
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The operating rhythm installed in Phase 1 continues unchanged.
Weekly Focusing Exercise
1 hour per week
The leadership team plans the week together, protecting execution integrity and sequencing work intentionally.Daily Focusing Exercise
30 minutes per day
End-of-day reconciliation keeps priorities protected and execution realistic as reality unfolds.Weekly Team DOING
1 hour per week
In Phase 2, the Weekly Team DOING expands beyond execution protection to include Agenda Item #2: Surface and Commit to Challenge | Opportunities.Each week, leadership team members surface:
drag that is consuming energy without creating value,
early signals of misalignment or failure work,
opportunities to proactively improve customer satisfaction, team satisfaction, or profitability.
These are framed as potential investments, not problems to fix.
Only work that earns commitment moves forward.
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~4 hours per week (average)
Phase 2 introduces a critical upstream discipline: creating demand before execution begins.
Leadership team members invest focused time rationalizing Challenge | Opportunities and socializing them with key stakeholders. This is not selling ideas or building consensus. It is grounding the work in lived experience so stakeholders recognize the problem as their own and pull the outcome forward.
By the time work enters execution:
demand already exists,
ownership is clear,
resistance is gone.
This is how leadership prevents failure before capital is spent.
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~8.5 hours per person, per week
This time comes entirely from the capacity reclaimed in Phase 1.
Phase 2 does not add work.
It redirects reclaimed leadership capacity upstream, into deciding what deserves investment instead of reacting to what shows up.
Phase 3
Leadership Becomes the Investment
A 13-Week Leadership Capability Compounding Phase
Phase 3 is the culmination of the system installed in Phases 1 and 2.
Execution is disciplined.
Investment decisions are intentional.
The leadership operating system is stable.
Now leadership itself becomes the compounding asset.
In Phase 3, every coaching moment, every decision, every meeting, and every deliverable is deliberately used to develop leadership capability through the work itself.
This is how leadership stops being centralized and becomes durable.
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Leadership capacity no longer collapses upward.
Authority moves naturally to whoever is best positioned to advance the outcome in that moment—because everyone is operating inside the same execution rhythm and decision framework.
Leadership becomes mobile.
Capability multiplies instead of bottlenecking.The organization stops relying on heroes and starts producing leaders.
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The operating rhythm continues unchanged.
Weekly Focusing Exercise
1 hour per week
Execution remains protected and intentional.Daily Focusing Exercise
30 minutes per day
Reality is reconciled daily to maintain execution integrity.Weekly Team DOING
1 hour per week
In Phase 3, the Weekly Team DOING incorporates Agenda Item #3: Leadership Mastery Development.Each week, the leadership team:
surfaces real mastery gaps limiting outcomes,
inspects thinking using real work and real artifacts,
coaches judgment and decision-making in the open.
This is not training.
The work is the classroom.Over time, leadership behaviors stop being situational or personality-dependent. They become embedded in how the team operates.
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Because leadership development happens in the work:
capability spreads instead of centralizing,
escalation drops because judgment improves,
succession becomes natural instead of political.
The system no longer depends on specific individuals to function well.
It holds as people change. -
~8.5 hours per person, per week
No additional time is requested.
Phase 3 uses the same reclaimed capacity from Phases 1 and 2 and reinvests it into leadership capability that compounds over time.
The End State
The result is not a trained team.
In less than a year, the company operates with a leadership system that:
makes execution predictable,
prevents failure before capital is spent,
distributes leadership capacity instead of bottlenecking it,
and grows stronger under volatility instead of panicking.
Leadership is no longer a role.
It is an investment strategy that compounds.
Join the next cohort starting March 4, 2026
Assess leadership commitment, readiness, and system fit
End Leadership Theater
Most organizations don’t have a talent problem. They have an execution problem.
If your leaders are:
Firefighting all day
Drowning in “too many #1 priorities”
Rewarded for looking busy instead of delivering outcomes
You don’t need more leadership inspiration. You need a different way of working.
Under pressure, most leaders revert. Burnout rises. Rework multiplies. Trust erodes.
ELPA exists to end that cycle.
Execution Leadership, Not Motivation
ELPA installs the same Execution Leadership System every 120VC Execution Leader must master before leading enterprise transformations.
This system has delivered:
98% project success rates
227% performance improvement over industry norms
Inside ELPA, Leadership Teams:
Learn directly from J. Scott
Apply the system weekly to in‑flight work
Operate inside a high‑accountability peer cohort
Install operating rhythms that become “how the business runs”
We are not here to motivate managers. We are here to build Irreplaceable Execution Leaders.
Why Install This System?
After installation, your leadership team has stopped reacting, stopped hiding, and stopped operating independently. Teams are aligned on priorities, operating in a shared execution rhythm, and beginning to function as a real leadership team. Almost no teams ever get here. That’s why it changes everything.
How It Works
One System. Three Phases. Compounding Return.
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(16-Week Cohort starting March 4, 2026)
Purpose
Stabilize execution by installing a shared leadership operating rhythm inside live work.What Changes
Leadership stops reacting
Priorities align before work begins
Execution becomes predictable instead of heroic
What Gets Installed
Weekly Focusing Exercise
Daily Focusing Discipline
Weekly Team DOING
Shared execution language & artifacts
Outcome
A leadership team that plans, commits, executes, and reviews together
Execution integrity without burnoutStatus After Phase 1
✔ System Installed
✔ Execution Stabilized
✔ Leadership Team Aligned -
Purpose
Shift leadership from approving work to allocating capital.What Changes
Leaders originate work instead of reacting to requests
Time, talent, and money are treated as capital
Low-value work stops getting funded
Core Discipline
Challenge | Opportunity (C|O) Rationalization
Demand is created before execution beginsOutcome
Fewer initiatives
Higher return per initiative
Capital deployed intentionally, not politically
Status After Phase 2
✔ Reactive intake eliminated
✔ Portfolio waste removed
✔ Leadership capacity reclaimed -
Purpose
Make leadership capability the compounding asset of the organization.What Changes
Leaders produce leaders through real work
Authority moves to the best-positioned leader
Execution no longer depends on heroes
Core Discipline
Mastery development inside live execution
Coaching happens in public, through the workOutcome
Leadership capacity scales
Succession becomes natural
The organization becomes durable under pressure
Status After Phase 3
✔ Leadership compounds
✔ Teams self-correct
✔ The system sustains itself
What You’ll Get In Phase 1
This Is a Leadership System Installation
Live CEO‑led execution sessions
Weekly execution coaching inside real work
The complete 120VC Execution Leadership System
Operating rhythms that reduce stress and increase focus
A shared leadership language across teams
This is not a training program. It is how leaders learn to operate.
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Field-Tested Leadership System
proven inside enterprise transformations -
Live CEO-Led Sessions
Real-time feedback + direct instruction with J. Scott
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Peer Accountability
No spectators, no hiding -
Self-Guided Platform
Tools + modules that support weekly installation
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Real-Time Application
Every week runs on your real priorities
Stop the Leadership Theater. Start the Real Work.
Next cohort starts March 4, 2026
If this feels too intense, ELPA is not for you.
If it feels like the standard you’ve been looking for, it’s time.
Questions? → Contact Us
Built and Battle-Tested by the Same Team Leading Global Transformations for Fortune 500 companies delivering a 98% project success rate and 227% better results than the industry average.
“Execution Leaders aren’t reacting to the future, they are focused on creating the future.”
— J. SCOTT
Meet Your Coach
Speaker, and Best-Selling Author of “It’s Never Just Business, It’s About People”
Over 24 years of experience developing leaders who increase customer satisfaction, team performance, and profitability.
The program averages 5 out of 5 star reviews
⭐⭐⭐⭐⭐
Join over 400 people who have taken the ELPA (formerly called TLP) to level up their leadership skills
Why ELPA Works When Others Don’t
Most leadership programs teach ideas and hope behavior changes later.
ELPA installs a system and forces weekly execution under pressure.
What makes it different:
✔ Installed inside live work
✔ Executive‑led Leadership Teams
✔ Peer accountability + coach intervention
✔ Scarce by design, application‑only
Become Peak Performers
Improve individual performance by 70%
Leaders improve individual performance and reduce stress by getting 120% intentional.
Lead Winning Teams
Improve team performance by 50%
Teams shift from reactivity to aligned, accountable execution.
Transform Your Business
Improve organizational performance by 48%
Leaders use the system to drive measurable improvements to customer satisfaction, team member satisfaction, and profitability.
Who ELPA Is For
C-suite executives, VPs, and functional leaders willing to actively participate, not spectate
Executive sponsors ready to create real mandate and air cover by leading from the front
Leadership Teams running complex, cross-functional work where execution under pressure matters
Organizations done tolerating execution failure, rework, and burnout-busy leadership
Leadership Is Not Optional.
ELPA is for executives and Leadership Teams who understand that transformation does not happen by delegation. It happens when leaders go first.
In ELPA, executives do not observe the accelerator.
They lead it.
Leadership behaviors change at the source—creating credibility, speed of adoption, and durable execution.
Warning: ELPA is not for everyone.
If it feels too intense, it’s not for you.
If it feels like the standard you’ve been looking for, you’re in the right room.
Stop letting leadership theater kill your company. Build leaders who drive measurable growth, not burnout-busy.
ELPA is scarce by design to preserve coaching intensity and accountability:
Offered twice per year
Capped at 5 leadership teams per cohort
3–6 leaders per cohort
Consultation qualification required
The Cost of Inaction
Without a shared execution operating system, leadership time is misallocated, priorities churn, decisions drift, and capital is spread across too many initiatives that never fully deliver. ELPA installs execution discipline that converts leadership effort into predictable outcomes—227% better performance with 98% success rates—because the cost of inaction compounds every quarter.
The Next Cohort Starts March 4, 2026
Not a sales call. A mandate, readiness, and fit conversation.
“Insanity is doing the same thing over and over and expecting different results.”
— ALBERT EINSTEIN
FAQ-
The Executive Leadership Performance Accelerator (ELPA) is a 16-Week proving ground for leaders who are ready to operate at The 120 Standard.
This is not leadership theater. It is a live installation of the 120VC Execution Leadership System, led by executives and installed directly into real work.
The accelerator transforms reactive managers into Execution Leaders who:
Lead with clarity under pressure
Build aligned, accountable Leadership Teams
Install operating rhythms that replace burnout-busy with predictable execution
Deliver outcomes that measurably improve Customer Satisfaction, Team Satisfaction, and Profitability
Executives do not attend ELPA.
They lead it. -
The Executive Leadership Performance Accelerator (ELPA) is a high-energy, 16-week cohort immersive experiential training of the 120VC Execution Leadership Operating System.
Phase 1 – 16 Week program features:8 Live Sessions with J. Scott: Learn the 120VC CORE leadership execution system. Alternating Wednesdays after Orientation Week.
Weekly Assignments: Actionable practices based on over 25 years of 120VC best practices.
Community Interaction: Engage with your cohort in real-world settings.
How It Works
Cohort Community
Join a selective cohort of Leadership Teams installing the system together. Cohorts are intentionally limited to protect execution quality and peer accountability.Weekly Live Execution Cycles
Each week follows a disciplined cadence:Apply the system to live work
Surface blockers and misalignment
Make decisions and commitments
Review execution evidence
Bi-Weekly Instructor-Led Sessions
Eight live, 2.5-hour Zoom sessions with J. Scott focused on system installation, not theory.
ELPA Dashboard
Powered by Basecamp, the dashboard serves as the execution hub for artifacts, priorities, commitments, coaching feedback, and cohort communication. -
The 5 Knowledge Areas are not concepts. They are measurable leadership behaviors practiced weekly, coached in live work, and scored through TQM, delivering immediate execution improvement and exponential gains in performance, ROI, and leadership capability.
Knowledge Area #1
Personal Mastery: Getting 120% Intentional
Weeks 1–3Problem:
“I’ve mastered the skills of my craft, but I’m still stuck in reaction mode. I’m constantly firefighting, overwhelmed, and burnout-busy because I have too many #1 priorities that change constantly.”Solution:
Leaders are equipped with the discipline and tools to capture, vet, and focus relentlessly on what truly matters. Using systems like the 2x2, the Daily Focusing Exercise, and the Eyes Up Report, leaders turn intention into disciplined action and regain control over priorities, time, and energy.Outcome:
Leaders stop reacting and start executing with clarity. Subject-matter expertise is paired with personal mastery of priorities, enabling leaders to consistently deliver outcomes that drive business growth while eliminating burnout-busy work.Knowledge Area #2
Mastering Management: Managing Teams That Get Sh*t Done
Weeks 4–6Problem:
“My team keeps missing deadlines and reacting to fires. Our meetings don’t create clarity, commitments aren’t followed through, and I’m left carrying the weight because nothing feels aligned or reliable.”Solution:
Leaders learn the disciplines that create alignment, clarity, and predictable execution. This includes replacing traditional meetings with DOINGS, fostering real commitments through promise-based management, applying radical candor, challenging assumptions using the Ladder of Inference, and managing commitments with transparency and accountability.Outcome:
Teams move from chaos to coordination. Meetings produce outcomes, commitments are honored, accountability rises, and execution becomes predictable. Leaders stop being the bottleneck as teams take ownership and get sh*t done together, on purpose, and on time.Knowledge Area #3
Mastering Leadership: Leading with Trust and Accountability
Weeks 7–8Problem:
“My team is full of capable people, but they are not operating as a team. They hold back their best thinking, avoid challenging each other, and work in parallel instead of together. I am still the one connecting the dots.”Solution:
Leaders learn how to build trust, foster psychological safety, coach individuals and teams effectively, and turn healthy tension into clarity. The focus shifts from directing individuals to facilitating a team that thinks, solves, and executes together.Outcome:
Teams operate as a unified whole. People speak up early, challenge ideas without ego, take shared ownership of outcomes, and perform as a high-trust, high-accountability leadership team. The leader is no longer the center of execution.Knowledge Area #4
Mastering High Performance: Building High-Performing Teams That Thrive
Weeks 9–12Problem:
“My managers are capable and committed, but they are not operating like a leadership team. They stay focused on their own domains, report up instead of aligning across, and avoid challenging each other directly.”Solution:
Leaders learn how to communicate to lead, align across functions, surface and resolve interdependencies, develop people with a growth mindset, and build the conditions for psychological safety that accelerates performance.Outcome:
Managers stop operating in silos and begin performing as a single leadership team. Accountability tightens, alignment happens upstream, execution accelerates, and results measurably improve customer satisfaction, team satisfaction, and profitability.Knowledge Area #5
Project Mastery: Delivering 227% Better Results That Drive Measurable Business Growth
Weeks 13–16Problem:
“My organization is drowning in projects. We are great at starting work, but terrible at finishing it in a way that creates real impact. Projects feel political, success is unclear, and we are constantly reacting to demand.”Solution:
Leaders learn how to exit the request-driven model and lead a project portfolio like an internal investment firm. They are taught how to identify where value is leaking, generate demand proactively, rationalize initiatives against measurable impact, and prioritize execution based on return, not volume or politics.Outcome:
Projects stop being vehicles for activity and become deliberate investments. The backlog shrinks, alignment happens before work begins, execution becomes calmer and more predictable, and leaders consistently deliver outcomes that drive measurable business growth. -
Time Commitment (Phase 1 – 16 Weeks):
~8.25 hours per person, per week
All of that time already exists today
It is currently being spent reacting
ELPA reallocates time.
It does not add more.What replaces current time usage:
scattered planning
reactive decision-making
status meetings
escalation handling
rework
Participation Standard:
Leadership Teams attend together
90% participation required
No spectators
No partial installs
If someone cannot make this commitment, they should not be on the Leadership Team.
That truth surfaces early and factually.Program Structure:
16‑Week Cohort Accelerator
Self‑guided daily assignments in the ELPA portal.
Commitment: 1 Hour Daily TimeblockPeer Experience‑Share Journaling
Leaders reflect on mindset shifts and application.
Reviewed by peers, Leadership Team Leads, and 120VC Execution Leaders. Commitment: Included in the 1 Hour Daily TimeblockBi‑Weekly Live Cohort Sessions
2‑hour interactive Zoom sessions, alternating Wednesdays at 3 PM PST.
Led by J. Scott.
Commitment: 2-hour time block every two weeks
Weekly Leadership Team Coaching (Ongoing)
Tuesday: Weekly DOING (execution and decision‑making)
Thursday: Weekly Focusing Exercise (prioritization and alignment)
Commitment: 2 Hours Per Week as a Team
Coaching drives adoption, implementation, and execution across the 5 Knowledge Areas, leading to mastery within approximately one year.
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16 Weeks Live Execution Cycles - 8 Live Sessions With J. Scott
Starting March 4, 2026
Week 1
ELPA Welcome & Kickoff
Live Zoom Session:
Executive Leadership Performance Accelerator OrientationAssignments:
Watch | Welcome to the ELPA – Becoming Irreplaceable
Watch | Completing Assignments, Time Blocking & Scoring
Knowledge Area #1
Personal Mastery: Getting 120% Intentional
Week 2
Getting Focused – The Discipline of Reducing Stress & Getting Sh*t Done
Assignments:
Watch | Making the Shift
Read | #GSD Post – Unleashing the Irreplaceable: How Multipliers Elevate Teams
Read | #GSD Post – The Cult of Autonomy Is Killing Teamwork
Watch | The Hard Truth: Discipline and Accountability Start With You
Watch | The 2x2 Prioritization Matrix: Focus on Outcomes That Matter & Eliminate Busy-Work
Live Zoom Session:
The Discipline of Reducing Stress & Getting Sh*t DoneWeek 3
Becoming 120% Intentional
Assignments:
Read | HBR – Overloaded Circuits
Watch | Shawn Achor – The Happy Secret to Better Work
Watch | The Weekly Focusing Exercise: Turning Priorities Into Outcomes
Watch | The Daily Focusing Exercise: Advance Objectives & Align the Team Daily
Knowledge Area #2
Mastering Management: Managing Teams That Get Sh*t Done
Week 4
Leading DOINGS That Get Sh*t Done
Assignments:
Watch | Drive: The Surprising Truth About What Motivates Us
Read | #GSD Post – The Art of Leading DOINGS
Watch | How to Save the World From Bad Meetings
Read | HBR – The Most Productive Meetings Have Fewer Than 8 People
Live Zoom Session:
Leading DOINGS That Get Sh*t DoneWeek 5
Fostering Good Commitments & Taming Your Inner Voice
Assignments:
Read | Morgan Housel – Useful Hacks
Read | HBR – Promise-Based Management
Watch | Radical Candor: Improve Feedback
Read | The Ladder of Inference
Week 6
Managing Commitments
Assignments:
Watch | Brené Brown – Blame
Read | HBR – The Right Way to Hold People Accountable
Read | J. Scott – From NASA to the Boardroom: Transforming Dashboards from Accountability to Mission Support
Read | #GSD Post – Managing Commitments
Live Zoom Session:
Coaching & Results-Driven LeadershipKnowledge Area #3
Mastering Leadership: Leading with Trust and Accountability
Week 7
Effective Coaching & Feedback
Assignments:
Read | HBR – The Neuroscience of Trust
Read | HBR – The Leader as a Coach
Read | Thanks for the Feedback
Read | #GSD Post – Storytelling and Experience Sharing
Week 8
Fierce but Humble – Sturdy Leadership
Assignments:
Watch | HBR Video – What It Takes to Be a Great Leader
Read | #GSD Post – Psychological Safety: What It Is, What It Isn’t, and How to Foster It
Read | #GSD Post – Leadership Rules of Engagement
Read | HBR – Coaching Your Team as a Collective
Live Zoom Session:
Build a Culture of AccountabilityKnowledge Area #4
Mastering High Performance: Building High-Performing Teams That Thrive
Week 9
Communicate to Lead
Assignments:
Watch | Simon Sinek – How Great Leaders Inspire Action
Watch | William Ury – The Power of Listening
Read | #GSD Post – Communicate to Lead
Read | #GSD Post – The DRIVE Model – Speed Through Alignment & Teamwork
Week 10
Create the Future Instead of Reacting to It
Assignments:
Read | #GSD Post – The Talent Magnet – Hire Believers, Not Bodies
Read | #GSD Post – Mindset Shift: From Victim of Circumstance to Creator with the Empowerment Dynamic
Watch | The Tension Trap: Traction vs. Distraction
Read | #GSD Post – The Weekly Team DOING – Where Alignment Becomes Action
Live Zoom Session:
The Power of People: Building High-Performing TeamsWeek 11
The Power of Learning, Listening & the Positive No
Assignments:
Read | #GSD Post – The Essential Role of Hiring People with a Growth Mindset
Read | HBR – Barriers & Gateways to Communication
Read | Excerpt – The Power of the Positive No by William Ury
Read | #GSD Post – The Liberator – Coach Safety Into Performance
Week 12
The Growth Mindset Advantage
Assignments:
Watch | Carol Dweck – The Power of Believing That You Can Improve
Read | HBR – What Having a “Growth Mindset” Actually Means
Watch | Admiral William McRaven – One Person Can Change the World
Watch | Angela Duckworth – Grit: The Power of Passion and Perseverance
Live Zoom Session:
The 8 Execution Leadership Disciplines & How to Use ThemKnowledge Area #5
Project Mastery: Delivering 227% Better Results That Drive Measurable Business Growth
Week 13
Driving Change: Replacing Burnout-Busy with High Performance and Top-Line Results
Assignments:
Read | J. Scott – The Consulting Mindset
Read | HBR – Why and How to Build an In-House Consulting Team
Read | HBR – Emotional Intelligence Has 12 Elements
Read | #GSD Post – The Challenger – Challenge the Work, Not the People
Week 14
Catalyzing Change: How to Test for Authentic Demand
Assignments:
Watch | Alberto Savoia – Build the Right It
Watch | The Mom Test by Rob Fitzpatrick
Read | HBR – What Great Listeners Actually Do
Read | #GSD Post – The Debate Maker – Where Opinions Evolve Into Optimal Solutions
Live Zoom Session:
Visionary Leadership – Paving the Way for Unstoppable Demand & Project SuccessWeek 15
Amplifying Demand: Accelerating Impact and Engagement
Assignments:
Watch | Edward Freeman – Business Is About Purpose
Read | #GSD Post – The Case for Ensuring Demand Before Launching Your Project
Watch | J. Scott – Engineering Project Alignment: How to Crowdsource Project Definition & Guarantee Demand
Read | #GSD Post – Your Transformation Project Has Been Funded, Now What?
Download:
Irreverent Guide to Project Leadership – Book & TemplatesWeek 16
Project Leadership & Execution: Delivering 227% Better Results
Assignments:
Read | HBR – Primal Leadership: The Hidden Driver of Great Performance
Watch | J. Scott – Plan to Succeed: Proven Planning Techniques for a 98% Success Rate
Read | #GSD Post – The Investor – Deliver a Return on Investment
Read | Excerpt – The Hard Thing About Hard Things by Ben Horowitz
Live Zoom Session:
Crush Your Goals – Work Your Project Plan & Drive 227% Better Results -
High-performing managers are 120% intentional about everything they do.
If a leader doesn’t know what’s going on, they can’t possibly be leading. Create an echo chamber, create teamwork, create a team of teams.
Every ounce of effort is focused on advancing objectives that measurably improve client satisfaction, team satisfaction, and profitability (The 3-Pillars), none at the expense of the others. That is how we avoid trade-offs, short-term thinking, and align disparate teams around a single way of working that avoids conflicting interests.
We communicate to lead, period.
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People and organizations are optimized for the results they are getting. If a person or organization wants to get different results, they need the people in their organization to do their jobs differently. Before people will do their jobs differently, they need see the world differently. Vision drives behavior, behavior Drives Outcomes.
The First Law of Transformation: People need to think differently before they will do differently. The first step in a successful transformation is “Getting Shift Done.”
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Intentionality, Discipline, Trust, Transparency & Accountability. We Communicate to Lead
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Untrained Leaders are reactive, and focused on the problem Du Jour, they are stressed out, burnt out, and fostering a reactive culture of urgency by design.
Symptoms: Their team members respond to missed deadlines and insufficient outcomes by complaining that they have too many #1 priorities, and too much work on their plates, and their solution is always external - better tools, more people, better management, less work.
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Execution Leaders aren’t reacting to the future, they are 100% focused on creating the future. They are intentional about only working on things that will measurably improve the three pillars, they are intentional about the battles they take on, they have a fierce commitment to team alignment and clear expectations, and foster a culture of discipline, trust, transparency, and accountability.
Symptoms: Their way of working results in a high-performing team that isn’t stressed out, burnt out, or working nights and weekends. They have esprit de corps, high levels of engagement, teamwork, and success.
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ELPA installs a discipline of execution that:
Aligns priorities before work begins
Forces decisions into the open, early
Reduces rework and escalation
Converts leadership effort into measurable outcomes
Organizations that install this system achieve:
227% better performance
98% execution success rates
Predictable delivery without burnout or heroics
The cost of ELPA is finite.
The cost of inaction compounds every quarter. -
Short answer: This is not a leadership program.
Leadership programs teach ideas and hope behavior changes later.
ELPA installs a leadership operating system inside live work, under real pressure.Nothing in ELPA happens in theory:
No case studies
No simulations
No hypothetical exercises
Every discipline is applied to work you are already accountable for.
If the system is not visible in:
priorities
decisions
commitments
execution evidence
then it hasn’t been installed.
That’s why ELPA produces 227% better performance with a 98% execution success rate.
Not because leaders are smarter.
Because the system forces different behavior when it matters most.If you want inspiration, credentials, or a break from the business, this is not it.
If you want execution to change inside the business, this is real. -
It will disrupt waste and stabilize execution.
ELPA does not add work on top of the business.
It replaces:fragmented planning
redundant meetings
priority churn
late-stage escalation
rework caused by misalignment
With:
one execution rhythm
one shared definition of priority
one visible commitment system
By week 4–6, most teams report:
fewer meetings
fewer escalations
clearer decisions
calmer execution
The business does not slow down.
It becomes predictable.If your current system depends on heroics, urgency, or escalation to function, that will be disrupted.
That’s not instability. That’s removing a structural liability. -
ELPA is not easy.
It is not comfortable.
It is not optional.It is a system install for leadership teams who are done tolerating:
execution drift
burnout-busy leadership
misalignment disguised as autonomy
If this feels intense, it’s not for you.
If it feels like the standard you’ve been missing, it’s time to talk. -
Yes. And that’s why it works.
ELPA requires an Executive Sponsor who:
leads the accelerator
models the behaviors
protects the operating rhythm
Executives do not observe ELPA.
They lead it.If leadership delegates this work, the system will not install.
That’s not a risk. That’s a filter.The upside:
Leadership behaviors change at the source
Mandate is real
Adoption happens fast
If the system fails to install, it is immediately visible.
No politics. No hiding. No ambiguity.That clarity is intentional.
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Execution failure is not neutral.
It compounds quietly through stalled initiatives, wasted capacity, and leadership drag. When leadership teams operate without a shared execution system, organizations pay for it every quarter.Where the Money Leaks
1. Priority Churn
Strategic priorities change without completion
Work starts, stops, and restarts
Teams stay busy while outcomes slip
Cost: sunk labor, delayed ROI, lost opportunity
2. Rework & Decision Drift
Decisions are made in silos, then revisited
Interdependencies surface after execution begins
“Alignment” happens downstream, if at all
Cost: rework, missed deadlines, credibility erosion
3. Burnout-Busy Leadership
Leaders firefight instead of lead
Execution depends on heroics and escalation
High performers absorb the load until they burn out or leave
Cost: attrition, disengagement, execution fragility
4. Portfolio Waste
Too many initiatives, not enough finish
Projects compete instead of compound
Success is defined politically, not economically
Cost: capital spread thin, value leakage, low return density
The Financial Reality
Most organizations don’t fail because of bad strategy.
They fail because execution never stabilizes.Without a shared execution operating system:
Leadership time is misallocated
Investment returns are unpredictable
Accountability is subjective
Risk remains invisible until it’s expensive
This is not a leadership problem.
It’s an Leadership System problem.
Book A Leadership System Consultation for the next cohort
30-minute private Zoom. No pitch. No fluff.
We diagnose how execution actually works in your organization today, pressure-test whether Phase 1 of ELPA would install cleanly, and show you the operating rhythm your leadership team can start to run in 16 weeks.
You’ll leave with:
Clarity on where execution is breaking
A factual yes/no on fit and readiness
Clear expectations on commitment and risk
If it’s a fit, we reserve cohort seats.
If it’s not, we’ll tell you directly.
This is not an application.
It’s a decision conversation.