Home
About Us
Our Services
Our How
Contact

Home
About Us
Our Services
Our How
Contact

Home
About Us
Our Services
Speaking Engagements
Our How
Contact

Enterprise Leadership Pathway Focus

Where Intentional Leadership Meets Performance Excellence

We help leaders align on purpose, strategy, capability, and execution.

Enterprise Leadership focuses on horizontal leadership & operational management. This leadership approach focuses on shifting from a silo-managed organization to one of clarity, emphasizing essential outcomes that promote collaboration. It discourages counterproductive, silo-focused mindsets and creates leadership behavior that demonstrates that doing what is “right’ for the enterprise is a core value. These leadership behaviors are intentionally encouraged, rewarded, and linked directly to the health and growth of the enterprise.

Leading with Intent: Performance Excellence

HOW WE HELP YOU TRANSLATE INTENTIONS INTO IMPACT

Leading with Intent is Daylight Advisory’s Performance Excellence Pathway. This 5-step framework is the "how" of Daylight Advisory consulting services and is the process that guides all our engagements. Our pathway is uniquely designed to empower and equip your leaders to navigate complexities, foster growth, and achieve strategic objectives through meaningful behavior change.

Focused Pathways: Enterprise Leadership
The Performance Excellence Pathway stays true to its proven structure while aligning with your organization’s Enterprise Leadership priority. Each step—discovery and diagnostics, behavior alignment roadmap, customized education, execution support, and internal champion development—is designed and carried out with that lens in mind.

Performance Excellence

If you are reaching for world-class performance excellence, the proprietary Daylight Culture Maturity Index provides the mirror. During a Discovery and Diagnostic session, you will receive actionable recommendations based on the 15 criteria included in our proprietary index. These are the benchmarks the best in the world use to sustain elite performance. For each category, you will be rated as Establishing, Developing, Sustaining, Emerging, or Progressive in our behaviorally-anchored ranking scale based on multiple criteria.

See a sample of the criteria by taking a self-assessment of three sample categories below.

culture-maturity-index-sample-enterprise

Where does your organization fall?

Sample Self-Assessment

Enterprise Leadership Index with Report

Choose Three Categories(Required)

Select exactly 3 choices.

Culture

Communication

Consequence Management

Engagement

Culture

Daily experience is characterized by fear, mistrust, internal competition, skepticism, lack of confidence in the leadership, apathy regarding the organization's mission and purpose, resentment, and contempt for coworkers.

The daily experience is characterized by a lack of confidence in leadership and coworkers with little buy-in from employees towards the organization’s mission and purpose.

Performance systems promote "getting things done" but rely largely on negative management practices.

Safety processes are a key part of operational planning, and safety is prioritized alongside production and quality.

The mission and purpose inspire people. People articulate pride in working for the organization, positive regard for leadership and coworkers, and believe the organization does good work.

Communication

Communication is inconsistent, unclear, and typically occurs in silos.

Some communication systems are in place, but they are informal and not widely adopted across the organization.

Two-way communication is encouraged, and employees begin to feel comfortable providing feedback.

Cross-departmental communication is strong, with open channels and collaborative tools supporting teamwork.

Real-time, multi-directional communication is the norm, facilitated by technology and a culture of openness.

Consequence Management

Consequences for behavior, both positive and negative, are rarely applied and inconsistent, creating a sense of unpredictability.

Positive reinforcement is minimal and often overlooked in favor of addressing problems.

Positive reinforcement is used more regularly to encourage desirable behaviors and outcomes.

Employees are looking for ways they can incorporate the mission and values of the organization into their day-to-day and encourage others to do so.

Positive reinforcement is a cornerstone of the organizational culture, with reinforcers tailored to encourage sustained high performance and innovation.

Engagement

People rarely take on tasks or activities beyond heir required duties.

Some basic efforts to engage employees but inconsistent and often top-down.

Organizational efforts to improve engagement are formalized and more consistent.

Strong employee involvement and sense of ownership, with management encouraging innovation and collaboration.

Engagement is fully integrated into the organization's DNA, with a high degree of autonomy and mutual trust.

Email a Copy of Your Results

Provide your name and email below and we'll send your sample diagnostic to your email address.

Name

First Last

Company

Schedule a time with Ken Wagner

Want to bounce ideas around? I'm happy to talk to you about strategies to move forward or something else. Bring your self-assessment results as input for our conversation. I can't wait to talk to you about how we've helped others.

"You can observe a lot by watching."

Yogi Berra

67b8da1503fa1_Screenshot 2025-02-21 125442

(404) 386-8506

info@daylightadvisory.com

Home
About Us
Our Services
Speaking Engagements
Our How
Contact

Home
About Us
Our Services
Speaking Engagements
Our How
Contact