Business Relevance
Is this leader's experience connected to the problems the business now needs solved, and to where the organization is going next?
For Organizations
Better decisions about senior talent. Better prepared executives after the decision is made.
The Positioning House works with organizations on both sides of senior leadership decisions: understanding what executives are ready to own and preparing those leaders for the judgment, authority, communication, and responsibility the next level requires.
Where We Help
The talent decisions organizations bring to us.
- Succession decisions where the results are clear, but broader readiness is still being judged
- Newly expanded roles where accountability has increased faster than authority or mandate
- Strong functional executives being considered for enterprise responsibility
- Leadership transitions where a new CEO or executive team is reassessing senior talent
- Reorganizations that change which parts of an executive's experience matter most
- Executive populations that need to show stronger judgment, ownership, and business reasoning at the next level
- Decision makers who need a clearer read on what their senior leaders are actually ready to own next
In every one of these situations, two questions sit together:
What does the business need to know before it decides, and what does the executive need to be ready to own once it does?
How We Work
Two lenses, one for each side of the decision.
Before and during a talent decision, four questions clarify what the organization needs to understand about an executive. After the organization invests in that executive, the Executive Signal System shapes what strengthens in how they operate.
Before or during a talent decision: what should we understand about this executive?
Evidence
What proves they can operate at broader scope? The decisions, judgment, results, and influence a succession or promotion case actually rests on.
Interpretation
How are decision makers currently reading this leader, and where does that reading differ from what the leader is capable of owning?
Range
Can the leader operate beyond the function, mandate, or environment where they built their reputation, and under conditions that keep changing?
After the decision: what needs to strengthen in how the executive operates?
The Executive Signal System
- 01
Language
Can people understand what you think?
- 02
Judgment
Do they trust how you think and decide?
- 03
Presence
What happens to how you show up when the stakes rise?
- 04
Visibility
Are the right people actually seeing enough evidence of your leadership?
- 05
Authority
What does all of that lead people to trust you to own?
Ways to Bring The Positioning House Into Your Organization
Start with a defined executive need. Each engagement can be adapted to your organization, executive population, and business context.
Executive Sessions & Workshops
Focused executive education around one defined leadership need.
Bring The Positioning House in for a leadership summit, executive population, succession group, or senior-talent program.
- Executive judgment and decision-making
- Communicating recommendations and business reasoning
- Authority and decision rights
- Preparing for broader enterprise responsibility
- Executive reputation and how leadership is interpreted
- Leading through changes in mandate, structure, or senior leadership
Organizations leave with a shared way of thinking about the issue, practical tools executives can apply immediately, and language that can continue inside the business.
Starting investment: $25,000
Executive Development Programs
A deeper development experience for a defined executive or succession population.
These programs combine Positioning House methodology, executive education, application, and tools around the leadership demands the organization is preparing executives to meet.
- Preparing VPs for broader enterprise leadership
- Strengthening executive judgment and communication
- Developing succession candidates
- Helping newly elevated executives establish authority and mandate
- Preparing senior leaders for organizational change or expanded responsibility
The program is built around the organization's actual executive population and business priorities, rather than a generic leadership curriculum.
Starting investment: $60,000
Enterprise Executive Systems
Bring Positioning House tools and methodology inside your existing talent strategy.
Organizations can provide selected executive populations with access to Positioning House systems for structured, self-directed application.
- Executive communication
- Selection
- Leadership interpretation
- Authority
- Executive readiness
Systems can stand alone or be paired with a live executive session or development program.
Custom enterprise investment
Need a More Custom Engagement?
Executive Talent Advisory
For organizations working through a more specific senior-talent question, The Positioning House also provides advisory around executive readiness, succession, changing leadership requirements, expanded responsibility, and organizational transitions.
These engagements may include stakeholder consultation, executive assessment, recommendations, and targeted advisory.
Who This Work Is For
Executives and executive pipelines.
Our organizational work is designed for companies developing and supporting:
- 01
Vice Presidents and executives
- 02
Succession candidates
- 03
High-potential senior talent
- 04
Newly elevated executives
- 05
Enterprise leadership cohorts
- 06
Executives navigating expanded or changing mandates
- 07
Leadership teams moving through transformation or restructuring
Why The Positioning House
We work at the intersection of what the business needs and how its executives are being read.
That intersection is where many senior-talent decisions become difficult. The business is clear enough about what it needs. What is less clear is whether a given leader can produce it, and whether the way that leader is currently understood inside the company reflects what they are actually capable of owning.
Alicia Perkins spent more than 15 years in recruiting, executive placement, and talent management, in the rooms where leaders were assessed, selected, promoted, and passed over. She has since advised more than 400 leaders privately.
That gives us a view of both sides at once: the evidence a decision maker needs, and what the executive has to demonstrate to make the decision an easy one.
Start a Conversation
Every engagement begins with your business context.
We start by understanding the business context, the executive population involved, and what needs to be different as a result of the work.