Real engagements. Real numbers.
Three stories from the work. Names and identifying details changed to protect client privacy; the numbers and the outcomes are real.
From buried to building an empire.
Two years ago, "Jon" was drowning. His construction manufacturing business had plateaued at $8M, every decision ran through him, and a brutal divorce had left him carrying $265,000 in personal debt. Worth nearly $7M on paper, he felt broke.
The work started with clarity: mapping every dollar across the business and a four-entity property portfolio, then confronting the harder truth that Jon was the ceiling of his own company. He formalized a leadership team, moved from operator to owner to mentor, rebuilt the sales pipeline into a quantified, stage-by-stage asset, and turned the company's proprietary installation method into a defensible competitive moat. The divorce debt is being systematically retired, and the exit will happen on his terms.
"The real product of our work wasn't a strategy document. It was Jon's identity shift. When he stopped defining himself by how many installs each day, and started defining himself by the leaders he was developing, everything shifted."
Ari Jason · Mind ShiftBack from the brink.
A respected Pacific Northwest design-build firm hit everything at once: a five-day divorce trial exposing the business in public court records, over $500,000 owed to clients for work billed ahead, an SBA loan that could not be discharged, and an owner too burned out to sell.
The engagement worked three fronts at once: separating "owner" from "salesperson" and rebuilding the sales role around KPIs and accountability, attacking debt and overhead line by line, and, most unexpectedly, developing the company's marketing manager into its next operational leader. She stepped up, audited the books with fresh eyes, and became the accountability engine of the recovery.
She knew she was worth more. She proved it.
Thirty-three years in elite law firms. Multi-billion-dollar global transactions. And a professional who was exhausted, code-switching constantly, absorbing invisible work, and operating far below her market value.
The coaching built a repositioned identity she called her 2.0: bold, calm, concise, firm, authentic. No more cushioning language, no more picking up slack to be liked. She walked into the market not as someone looking for a job, but as someone choosing her next chapter, and the market responded.
"The question that changed everything wasn't about the job. It was: do you want to show up to be liked, or show up to be trusted? Act accordingly."
Ari Jason · Mind ShiftFrom top-down briefings to a team that speaks up.
A senior leader at a global semiconductor company. Their 360 feedback scored them below 3.5 out of 5 on psychological safety, collaboration and room to disagree. HR asked us to work on four things: self-awareness, adaptability, ego management and influence. Name and team details are kept private.
What changed, and is still in use: the team meeting went from a top-down briefing to team-led updates, with recognition at the start. Before handing over work, they now check three things: does the person get it, want it, and have what they need to do it. They had a 1:1 lunch with every person on the team, not just the top performers. And retention and employee satisfaction became two of the team's five success measures, next to revenue. The team is on track for the top end of its incentive targets, and a customer praised them to their manager, unprompted.
Where it stands: influence is moving, but it isn't a habit yet, so our report to HR recommended a second phase. That's the kind of straight answer HR gets from us every month.
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