How Clients Typically Engage
Engagements are phased so organizations can build clarity and confidence before taking action.
Investment Guidance
The ranges below reflect typical engagements. Final scope and pricing are determined based on organizational context, number of managers involved, and decision complexity.
Insight: Manager Signal Intelligence Diagnostic
Purpose
Establish decision-relevant clarity before action. Identify where manager decision pressure points exist and what's actually needed.
What's Included
- Existing people data review
- Manager signal pattern validation
- Decision pressure point mapping
- Sample Manager Signal Intelligence Report
Outcome
Clear focus before action. You'll understand where decision support is needed and what success looks like.
Judgment: Manager Decision Empowerment Sprint
Purpose
Build targeted decision frameworks for key pressure points. Transform insights into practical guardrails and shared logic.
What's Included
- Decision framework co-design
- Escalation threshold definition
- Conversation-ready decision support
- Manager validation and refinement
Outcome
Managers can make decisions with clarity and confidence. Consistency improves across the organization.
Sustainment: Ongoing Decision Quality Advisory
Purpose
Maintain decision quality as conditions change. Prevent regression and adapt frameworks as needed.
What's Included
- Quarterly signal refresh
- Framework adjustments as needed
- On-demand advisory support
Outcome
Sustained improvement in manager decision quality and organizational performance.
Each phase stands alone while reinforcing the full system.
What You See. What It Usually Means. What We Do.
| What leaders observe | What's often really happening | Be Empowered Consulting addresses it by… |
|---|---|---|
| Engagement stagnates | Insight isn't decision-relevant | Converting listening into Manager Signal Intelligence |
| Escalations increase | Unclear ownership/guardrails | Clarifying decision authority + thresholds |
| Inconsistent performance actions | No shared decision logic | Creating decision frameworks |
| Avoided conversations | Low confidence + high perceived risk | Providing conversation-ready support |
| Workload imbalance | Trade-offs aren't structured | Enabling prioritization frameworks |
| HR is overloaded | Managers defer decisions | Returning decisions to managers with support |
| Mixed expectations | Case-by-case decisions | Establishing shared standards |
| Change doesn't stick | Decision expectations not reset | Aligning decision conditions post-change |
If this sounds familiar, the issue may not be your managers—it may be the decision conditions they're operating within.