A practical system for building Alignment, Accountability, and Clarity at every level of your organization

💡 Executive Summary

Ops in a Box is a modular operating system for building clarity, accountability, and alignment across your organization. It gives leaders simple, repeatable tools to connect purpose, strategy, structure, and feedback — and you can start anywhere.

Why Organizations Struggle

Most companies don’t fall behind because of their product — they fall behind because their operating system doesn’t support growth.

Misaligned goals. Unclear ownership. Reactive planning. Inconsistent management.

Ops in a Box fixes this by helping you:

• Connect purpose, values, strategy, and structure
• Reduce decision friction
• Translate strategy into quarterly goals
• Clarify roles, expectations, and growth paths
• Build predictable rhythms for feedback and alignment

How the Playbook Works

Ops in a Box is modular. Each framework can stand alone, and together they reinforce each other.

Each component includes:

• Critical Practices
• Contextual Options
• Outputs

Your diagnostic determines where to begin.

Where to Start

You have options. There is no right way. But depending on your situation or scenario, here’s a quick guide to the frameworks best suited for your organization—right now!

• Under 10 people? Company 36Y + Values & Actions
• Scaling quickly? Company & Departmental 36Y
• Hiring rapidly? Job Banding + Bill of Rights
• Culture drifting? F&AP + Values & Actions
• Inconsistent management? Bill of Rights + F&AP
• Poor goal visibility and communication? Company & Departmental 36Y

Phase 1 — Foundational Identity

Step 1 — Purpose & Mission

Defines why you exist and what you do in clear, repeatable language.

Outputs

• 1–2 line Purpose & Mission statements
• Embedded into hiring, onboarding, comms

Tools

• Purpose vs. Mission worksheet
• Energizer exercise
• AI-assisted drafting guide

Step 2 — Values & Actions

Turns values into observable, coachable behaviors.

Critical Practices

• Co-develop values with leaders
• Define 3–4 behaviors per value

Contextual Options

• Start with three values
• Use story-sharing to gather examples

Outputs

• Values with clearly defined behaviors
• Expectations for collaboration and leadership

Tools

• Values-to-Actions Matrix
• Behavior Development Template
• Reflection Guide

Phase 2 — Strategic Alignment

Step 3 — Strategic Anchors

Creates durable decision filters that clarify priorities and reduce friction.

Outputs

• Three Anchors with meaning, trade-offs, examples

Tools

• Reflection Guide
• Prioritization Exercise

Step 4 — 36Y Goal Setting

Creates a consistent structure for Company → Department → Individual alignment.

Structure

• Company 36Y
• Department 36Y
• Individual 36Y

Principles

• Each goal ties to a Strategic Anchor
• One accountable owner
• Shared Red/Yellow/Green status
• Monthly reviews + quarterly resets

Outputs

• Live 36Y Tracker
• Clear goal ownership
• Quarterly review cadence

Tools

• 36Y Cascade Template
• Quarterly Review Guide
• Leadership Deck

Phase 3 — Structural Alignment

Step 5 — Team Member Bill of Rights

Defines what every employee can consistently expect from leadership and managers.

Outputs

• Plain-language Bill of Rights
• Integrated into onboarding and manager training

Tools

• Example Bill of Rights
• Psychological Safety Check-In
• Manager Reflection Prompts

Step 6 — Job Banding

Creates transparent structure for roles, levels, expectations, and growth.

Levels (Operational → Hybrid → Strategic)

Operational

• Level 1 — Executes with guidance
• Level 2 — Owns repeatable work; improves process

Hybrid

• Level 3 — Leads projects; mentors others
• Level 4 — Designs processes; cross-functional influence

Strategic

• Level 5 — Sets functional strategy
• Level 6 — Shapes multi-team direction and culture

Critical Practices

• Every role has defined scope, autonomy, expectations
• Everyone understands their level and growth path

Outputs

• Published Job Banding Framework
• Career ladders + promotion rubrics
• Role clarity templates

Tools

• Global Banding Guide
• Strengths Alignment Worksheet
• Manager Transition Module

Phase 4 — Accountability & Feedback

Step 7 — Feedback & Alignment Program (F&AP)

Establishes a repeatable rhythm for reflection and performance alignment.

Structure

• Self-assessment
• Manager feedback
• Optional peer/360 input

Assessment Covers

• Role expectations
• Values & Actions
• Contribution to Y-Goals

Outputs

• Self-assessment and review templates
• 1:1 prompts
• Recurring review cadence

Tools

• F&AP Templates
• Feedback Conversation Guide
• PERMA Pulse Overlay

Step 8 — Team Cohesion Survey (Optional)

Measures trust, conflict, commitment, accountability, and results.

Outputs

• Team health summary
• Debrief + action plan

Tools

• Cohesion Survey Template
• Debrief Guide

Phase 5 — Implementation & Adaptation

Critical Practices

• Monthly check-ins
• Quarterly retrospectives
• Annual review of purpose, goals, banding, feedback systems

Contextual Options

• 60-day pilots
• Staggered rollout by team

Outputs

• Implementation Roadmap
• Coaching Integration Plan
• Reflection & Adaptation Guide

Implementation Roadmap

A linear view of the rollout - if you embark on a process to implement all the frameworks. Or you can implement in pieces. It’s your call.

1. Purpose & Mission
2. Values & Actions
3. Strategic Anchors
4. 36Y Goal Setting
5. Bill of Rights
6. Job Banding
7. F&AP
8. Cohesion Survey

Embedding Ops in a Box

In Hiring & Onboarding

• Use Values & Actions, Job Banding, and Bill of Rights from day one.

In Performance & Recognition

• Ground evaluations in behaviors and aligned goals.

In Planning & Decision-Making

• Use Strategic Anchors and the 36Y as filters.

In Feedback & Culture

• Use Values & Actions during coaching and retros.

Next Steps

• Start your diagnostic
• Request implementation support

🌐 About Us

We help organizations build clarity, accountability, and alignment through scalable systems.

Ops in a Box can be implemented internally or through guided facilitation.