B2B discipline 06 of 06
Team & Operating Model
Build the team and rhythm that keep growth going.
A growth plan only works if the organisation can execute it. We align structure, ownership, leadership rhythm and capability to the revenue plan, then leave the team able to keep it moving.
Sound familiar?
Signs nobody owns growth.
- Nobody owns growth from end to end.
- Meetings report the past instead of deciding what’s next.
- You’re about to hire a senior role, but aren’t sure which.
- The team is busy, but the numbers aren’t moving.
What we do
Three areas. One commercial goal.
The goalA team and rhythm that keep growth going after we step back.
Structure & accountability
Design who owns what, with clear goals and the authority to act on them.
What you’re left with- Organisation design
- Role scorecards
- Goals and KPIs
Leadership rhythm
Set the weekly, monthly and quarterly rhythm that keeps the priorities moving.
What you’re left with- Operating rhythm
- Meeting cadence
- Dashboard reviews
Training & capability
Coach the team, fill the gaps, and help you hire your next senior role.
What you’re left with- Skills plan
- Coaching programme
- Next senior hire, briefed
The question we’d answer first
Data on its own can mislead. Context shows what to do.
One question we’d bring to Team & Operating Model straight away, answered twice: with one system’s data, then with the rest of the business joined in. Figures are illustrative.
06 · Team & Operating Model
Do we have the capacity to hit the plan?
Sales headcount against plan, this year
Looks likeYou’re fully staffed for the plan.
Productive capacity, after ramp-up and attainment
ActuallyYou’re hiring to a headcount plan, not a revenue-capacity plan.
Cover Q3 with territory moves, deal focus and coaching. Hire now for Q4 and Q1.
How it works
We don’t hand you a strategy. We get in and do the work.
Diagnose
Map who owns what, and where decisions get stuck.
Prioritise
Agree the structure, goals and meetings that matter.
Do the work
Set up the rhythm, coach the team and support hiring.
Embed
Step back once it runs without us.
What changes
- Capacity planned against revenue, not headcount.
- A clear owner for every growth target.
- Meetings that make decisions.
Start with a conversation
Find the constraint. Build the plan. Do the work.
Whether it’s Team & Operating Model or somewhere else in the system, finding the real constraint is the first thing we do.