the catalyst program
The first ninety days decide more than most organizations realize. This is the program that makes them count.
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What’s Driving It
You hired someone strong. The interviews were good, the references were good, the team liked them. Six months in they are underperforming in ways nobody predicted and it is not a skills problem.
Or you promoted someone who earned it. Six months later they are struggling to find their footing in ways neither of you anticipated.
It was a transition problem in both cases. And it started on day one.
The first ninety days are when patterns form and trust is built or lost. Most organizations fill that period with logistics. Nobody asks the question that actually determines whether someone thrives: how am I likely to show up in this new context and what do I need to understand about that before it plays out the hard way?
Without an answer to that question the pattern repeats every time someone new steps into a role.
Where Things Start to Shift
Bringing clarity to what’s been unclear so decisions, communication and performance become more intentional.
The promoted employee who understands not just the new responsibilities but the new version of themselves the role requires.
The incoming leader who builds trust in weeks rather than months because their team spends less time reading them and more time working with them.
The organization that stops losing good people to transitions that could have gone differently.
The new hire who understands how they are likely to land before that becomes a conversation nobody wants to have.
The Catalyst Program turns the first ninety days from a period of chance into a period of intention.
It begins with an assessment that creates a clear picture of how someone is likely to show up in a new context, how they communicate under pressure, how they build trust with new people and how they manage the uncertainty that every transition carries. Each person receives an individual debrief first so they understand themselves before the group work begins.
The second stage brings people together, either as an immediate team or as a cohort of new hires, to build a shared language around how everyone shows up. Not just self-awareness. Mutual awareness. The kind that changes how a team operates from the very beginning.
This is not orientation. It is activation.
Where It Starts to Take Shape
When clarity is introduced early, how people integrate, communicate and perform begins to shift, creating a stronger foundation from the start.
An organization where transitions are a competitive advantage rather than a recurring cost.
An incoming leader whose team is working with them from the start rather than spending months figuring out who they are.
A promoted employee who has made the internal shift the role requires, not just taken on the new responsibilities.
A new hire who is already operating with intention by the end of the first ninety days rather than still finding their footing.
how it works
Each person completes the Emotional Quotient (EQ) assessment, creating an honest picture of how they are likely to show up in a new context, how they communicate under pressure, how they build trust with new people and how they manage the uncertainty that every transition carries.
Start with a clear picture.
An individual debrief connects the assessment insight to the specific transition, this role, this team, these relationships. The person leaves with a clear picture of how they show up and what they need to be aware of before the group work begins.
Understand yourself first.
The cohort or team comes together to create mutual awareness. Not just individual understanding, but a shared picture of how everyone shows up together. That shared language changes how the team operates from the very beginning.
Build a shared language.
The Catalyst Program is designed to create clarity at the very beginning not just around the role, but around how an individual thinks, responds and shows up within it.
Rather than leaving that understanding to develop over time this process brings it forward giving both the individual and the organization a clearer starting point to work from.
When it starts to cost more than it should
The first ninety days are happening whether you prepare for them or not. Thirty minutes to understand whether the Catalyst Program fits your situation and what a deliberate start would look like.