We believe in the human potential for greatness.
We are dedicated to empowering individuals, teams and organizations to drive innovation and exponential growth in the face of any challenge.
We believe the greatest time in history is NOW.
In the Age of Creativity, innovation, agility and discipline are paramount to an organization’s success. Nonetheless, many organizations still employ a linear approach to growth – engaging in transactional decision-making and trading on principles to meet short-term demands, both of which lead to an eventual inability to meet strategic, long-term objectives.
In order for an organization to thrive, they must actively transform into a principle-based exponential organization founded on a culture of continuous improvement and peak performance.
At Ridgeline Partners, we are driven to help teams navigate the transition from a position of uncertainty to that of limitless possibilities. Our disciplined approach is based upon the foundational principles that we have gathered and honed throughout our years of experience in special operations, professional sports, financial markets, mergers and acquisitions and business operations.
Rooted in principle and tailored to today’s technological environment, our approach allows us to galvanize an organization’s purpose, catalyze structures that execute against strategically nested objectives and partner with teams to ignite a winning culture, and ultimately, drive innovation and exponential growth.
The 5 challenges
Our foundational premise is that the greatest challenges organizations face do not originate from an external threats, rather they stem from internal sources. These internal conflicts can greatly hinder an organization’s ability to align, adapt and respond to obstacles as they inevitably arise.
Internal misalignments and resistance ultimately lead to a failure to meet tactical and strategic objectives. In some instances, internal challenges are very clearly linked to identifiable causes while others, unfortunately, are less obvious to pinpoint.
There's uncertainty about who we really are, where we're headed and what our key priorities are. If you ask five of us the same question, you will likely get five different answers.
Role and procedure confusion
The organization is dysfunctional. The challenge with our team is that it is made up of a disparate group of individuals that just happen to report to the same manager. Our manager works hard to get us to act as a team, but we all end up working in our own silos.
Leadership and team conflict
The majority of my day is spent navigating internal issues. I don't have time to focus on the client and get in front of their advertising goals when I spend hours a day sorting through massive email chains trying to find the one person who can solve a simple delivery issue.
We're not a team - we work in silos, distracted, we don't invest in each other. We are all capable leaders in our own right, but the potential to come together has not been realized.
Lack of accountability
People are always complaining there isn't enough time to get tasks done or be strategic. I don't know what those people are talking about. Look around the office every day, none of us are working long hours and people treat Fridays like they are optional.
We are passionate about enabling teams to transform into winning organizations — those that can drive sustained innovation and exponential growth. As part of our disciplined approach, our typical client engagement is as follows
Align the leadership team to operate from clear and common purpose
Design the organization to match current and predicted critical path priorities
Partner to build an exponential culture of innovation and execution
Our team is comprised of elite, team-oriented and positive individuals with special operations experiences spanning multiple industries, practices and military branches.