Your Strategy Isn’t Failing Because of People.

It’s Failing Because the System Cannot Enforce It.

Most strategic failures do not begin with resistance or disengagement.
They begin with design gaps—where authority is unclear, standards are porous, and execution depends on discretion instead of enforcement.

By the time these gaps surface in performance, the system has already adapted around them.

This is not a workshop.
It is a structured diagnostic of where execution control weakens—across standards, decision rights, systems, signals, and consequence.

Boards do not ask what you intended.
They ask what you could prove, enforce, and sustain.

This audit ensures you know where execution is leaking—before the exposure becomes visible.

Why CEOs Use This Audit

CEOs do not invest in culture initiatives.
They invest in execution control—clarity of authority, alignment of leadership behavior, and systems that do not drift under pressure.

This audit provides:

• A structural reading of execution integrity—identifying where authority weakens, decisions reopen, and enforcement breaks

• Early identification of strategy failure points that precede performance decline and metric visibility

• Reclassification of “culture issues” as structural design gaps—removing ambiguity and personal attribution

• A precise map of where execution control must be reasserted to restore pace, clarity, and accountability

This is the instrument leaders use when accuracy matters more than reassurance.

What’s Included (Delivered in 2–3 Weeks)

Minimal time from your organization.
Maximum clarity for executive decision-making.

1. Executive Intake (60 Minutes)

CEO, CHRO, or both.
No surveys. No intermediaries. An unfiltered structural view.

2. Leadership Hesitation Map™

A diagnostic diagram showing where authority fractures and execution becomes discretionary.

3. Culture Risk Scorecard™

A system-based evaluation of culture’s ability to enforce strategy—grounded in structure, not sentiment.

4. Three Primary Execution Failure Points

The specific gaps slowing momentum, including the behaviors or structures enabling them.

5. Executive Debrief

Direct findings. Clear implications. A defined path forward. No soft language.

Optional Extensions

Organizational Alignment Overlay
A visual map of decision choke points, friction zones, and authority gaps.

Leadership Team Briefing
One room. One narrative. Full alignment on what must change.

Impact for the CHRO

• Reframes execution breakdowns as system design issues—not HR performance

• Ends the pattern of HR absorbing consequences for variables it does not control

• Establishes HR as an execution authority, not a support function

• Creates structural leverage to enforce standards rather than negotiate them

Timeline & Commitment

Delivery: 2–3 weeks
Total team time required: approximately 3 hours

You receive a formal reading of your execution system, authority flow, drift risk, and a CEO-ready decision framework.

This Is a Gate, Not an Enhancement

Every major initiative—reorganizations, leadership changes, system investments—depends on one condition:

Can the organization structurally enforce strategy?

Most leaders learn the answer after failure.
This audit reveals it before commitment, escalation, or board exposure.

Investment

The Culture Execution Audit™ — $5,000

Delivered personally by Jim Woods, creator of the Woods HR Power Model™.
No subcontractors.
No surveys.
No abstractions.

A direct reading of execution integrity—and the steps required to restore it.

Fix the execution system.

Seattle Consulting Group
Own the system—or the system will determine your results.