Most organisations misdiagnose their own problems.
They fix what is visible — morale, communication, structure, strategy — and wonder why the result doesn’t hold.
If you keep solving the surface problem, you’ll keep getting the same result.
ribél begins by understanding what is actually happening.
We look at how authority is exercised.
Where responsibility blurs.
What tensions are avoided.
Which patterns keep repeating.
Before we change anything, we clarify the situation.
Every engagement follows a clear progression:
Diagnose: Identify the underlying pattern.
Address: Correct what is misaligned — structurally, behaviourally, or strategically.
Reinforce: Ensure responsibility is owned so the change holds.
No inflated frameworks.
No theatre.
Just disciplined diagnosis and deliberate correction.
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Diagnostic Engagement
(Where most work begins)
Most organisations misread what’s actually happening inside them.
The Diagnostic Engagement clarifies the underlying pattern.
We examine how decisions are made in practice — not how they are described.
Where authority is unclear.
Where responsibility blurs.
Where tension is quietly absorbed.
Which problems keep repeating.
This is not a survey or a workshop series.
It is a focused examination of how your organisation actually operates.
This engagement is appropriate when:
– Decisions feel slower or heavier than they should.
– Leadership tension exists but is hard to name.
– The same bottlenecks reappear despite good intentions.
– Performance holds in calm periods but destabilises under strain.
What you receive:
– A clear articulation of the underlying organisational pattern.
– Identification of blurred authority and recurring friction points.
– Direct recommendations for correction.
Most leaders attempt change before diagnosis.
That is why the result rarely holds.
Duration: 3–4 weeks
Investment: $3,500–$6,500
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Organisational Correction
(From clarity to structural change)
Once the underlying pattern is clear, we correct what is misaligned.
This engagement translates diagnosis into concrete structural shifts — so responsibility is clear, authority is owned, and decisions no longer circle.
The scope depends on how widespread the misalignment is.
FOCUSED CORRECTION: For contained friction
Appropriate when:
– A specific area or leadership layer is repeatedly bottlenecked.
– Authority is unclear within a defined scope.
– Alignment exists, but structure has not caught up.
Includes:
– Clear decision rights within the defined scope.
– Explicit escalation boundaries.
– Role clarity and responsibility refinement.
– Written documentation to prevent drift.
Duration: 6–8 weeks
Investment: $18,000–$22,000
CROSS-FUNCTIONAL REALIGNMENT: For broader misalignment
Appropriate when:
– Authority confusion spans teams or departments.
– Decisions are made inconsistently at different levels.
– Friction increases as complexity grows.
Includes:
– Clarified authority across functions.
– Defined escalation agreements between teams.
– Reset of decision cadence and accountability structures.
– Practical documentation to stabilise change.
Duration: 10–12 weeks
Investment: $25,000–$35,000
ORGANISATION-WIDE RESET: For structural fragility
Appropriate when:
– Responsibility is diffuse or routinely avoided.
– Decision breakdown occurs under strain.
– Leadership containment gaps are visible.
– Role distortion affects multiple levels.
Includes:
– Organisation-wide authority clarification.
– Explicit responsibility ownership at every level.
– Escalation agreements formalised and tested.
– Operating documentation to anchor the reset.
Duration: 14–16 weeks
Investment: $38,000–$50,000+
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Executive Advisory
(Reinforcing clarity over time)
Clear diagnosis and correction change an organisation. But clarity fades if it isn’t reinforced.
As leadership shifts, funding changes, growth accelerates, or external pressure increases, organisations tend to revert to familiar patterns.
This engagement prevents quiet regression.
Appropriate when:
– Structural correction has been implemented and requires reinforcement.
– Leadership wants continued clarity as complexity grows.
– New tensions emerge that risk reopening old patterns.
Includes:
– Ongoing pattern review and correction.
– Direct executive counsel as new issues arise.
– Reinforcement of authority and responsibility agreements.
– Targeted adjustments to prevent drift.
This is not oversight.
It is disciplined reinforcement.
Duration: 3–6 months
Investment: $6,000–$15,000
ribél does not sell programs.
We work with leaders to understand what is actually happening in their organisation — and correct it directly.
This work is deliberate.
It begins with clear diagnosis, moves through practical correction, and reinforces responsibility so the change holds.
If what you’ve read feels familiar, the next step is simple.