My Management Services

Consulting

I have a 10+ years experience of helping organizations achieve transformational operational change through laser-focused engagements.

Here are some of the ways I work with my clients, in increasing order of complexity:

1. Advisory. I provide expert advice and guidance on-demand, through video calls or in-person meetings.
2. Coaching. I help you navigate your leadership assignment. With regular video calls, I can help you grow and lead (an example: my Personal Leadership Coaching Program).
3. Workshops. In a half-day meeting, I guide you and your team in establishing a plan that will achieve a specific managerial or operational outcome (an example: my Driving Cultural Change Workshop). Also, read about the Dellanna Method.
4. Upskilling workshops. In a half-day meeting, I give your team the skills they need to step up to their managerial and operational challenges (an example: my Managing Remote Teams Workshop).
5. Consulting. I’ve done projects as short as a couple-of-days assessments and as long as multi-year transformations spanning multiple countries, working with companies as small as pre-seed startups and as large as multinationals with with 20+ manufacturing sites or 500+ retail locations all over the world.

If you are interested in working with me, email me. I read all emails personally and guarantee a reply within 48h.

My workshops

There are about ten workshops I run regularly for teams and organizations. Below are the most common ones.

• Driving Cultural Change
• Managing Remote Teams
• From Managers To Leaders
• Engaging & Retaining Talent

I also create and deliver tailored workshops on-demand.

Corporate retreats

I can support your yearly corporate retreat by hosting workshops, facilitating sessions, and helping with planning and coaching. If you are interested to explore options, email me.

I also collaborate with a few resorts. For example, below, pictures from the Westin Marriott Miriandhoo resort in the Maldives, where I collaborated on a project in April 2023.

My speaking

I’ve spoken at conferences, including Nudgestock (the largest behavioral sciences conference), and in many podcasts, including EconTalk.

I have also been teaching for more than 9 years risk management and behavioral safety at Genoa’s university International Master in Industrial Plants.

I regularly speak to organizations (and, sometimes, their clients) about a variety of topics around people management and risk management.

My Network

I organize regular alumni meetings to which I invite participants to my workshops, courses, and consulting. These are both opportunities to network and to discuss very concrete problems (for example, during our latest alumni meeting, we discussed best practices to manage remote teams, clients, and contractors).

The network includes CEOs, entrepreneurs, managers, and professionals from all continents, representing a wide range of industries.

My writings on management

I published two books on management and a very concrete and detailed guide on more effective team meetings.

I also have a newsletter where I regularly write about management.

Some of what I do

Reducing Turnover

To retain talent, increasing compensation is the most expensive lever to pull, but there are additional ones: removing sources of frustration, making it easier for them to work at their best, creating career paths, and making them feel the value they add.

Usually, I help my clients that wish to reduce turnover in the following ways:

1. Simple advisory. One or more calls in which I provide expert advice, suggest action items, and provide feedback.
2. A workshop for senior leadership, in which we review common sources of disengagement, we identify opportunities for improvement, and prioritize and plan execution. You can download here the Engaging & Retaining Talent Workshop brochure.
3. A consulting engagement, consisting of four phases. In the first one, I interview managers and workers to understand what’s really causing people to quit and what could make them stay. In the second phase, I provide a plan to reduce turnover, with a focus on behavioral solutions. In the third phase, I help creating the managerial capabilities that will be required to execute on the plan well. In the fourth phase, I provide coaching to key individuals.

If you are interested in exploring how I can help you reducing turnover within your organization, send me an email.

Culture Design and Transformation

An organization’s culture has a disproportionate impact on its long-term success, as it dictates both how decisions are taken and how people behave in the absence of decisions.

It is paramount to be intentional about your team’s and you organization’s cultures. However, changing and reinforcing them takes more than defining a few nice-sounding words and principles.

It also requires:

• Being clear about what these principles mean, concretely, for the specific jobs your people have.
• Training and coaching your managers and supervisors on how to communicate and reinforce the organizational culture.
• Communicating both of the above consistently and at all levels of your organization, not in the most efficient way but in the most effective one.

Having more than 10 years of experience driving cultural transformation, here are some of the ways in which I can help you:

Here is an example of what I do: (page still in construction)

• The Driving Cultural Change Workshop, a half-day workshop (in-person or remote) for senior leadership that will result in a roadmap for cultural transformation and specific actions to build trust in the initiative and leadership.
• The Culture Design Workshop, a three-hour workshops for senior leadership to define in concrete terms the culture they would like their organization to display.
• Training and coaching, in different formats, for managers on how to drive the adoption of new behaviors.

Managing Remote Teams

A common belief is that remote or hybrid teams are less effective than in-person ones. Yet, when that happens, it’s often not because of an inherent property of remote work, but rather because remote managers haven’t adapted or been taught how to do their work remotely.

With remote teams, where problems and misunderstandings can stay hidden for longer, it’s paramount to be proactive with clear communication, early feedback, and building trust.

Having worked in hybrid or remote teams since 2008, and eventually managed large teams and complex projects, I can help your managers become effective remote leaders.

Here are some of the ways in which I achieve that:

• The Managing Remote Teams Workshop, a three-hour remote course to make your managers more effective when dealing with hybrid or remote teams.
• The Managing Remote Teams Online Course, a self-paced series of videos that address the concrete problems and day-to-day actions remote managers face. (Note: team and corporate licenses are available too.)
• The Personal Leadership Program, a coaching program that will make you a more effective remote leader.

Assessing & Developing Managerial Capability

Managerial capability is the capacity to get things done. It mostly depends by your managers’ skills, but organizational structure and processes matter too.

Poor managerial capability increases costs and is a drag on performance. I can help you both assess and improve it.

• Managerial Capability Assessment. I can evaluate the managerial capability across your team or organization and help you prioritize eventual actions for improvement.
• From Managers To Leaders: a three-hour, in-person or remote workshop where I kickstart the transformation of selected managers into leaders that will make their teams more effective, engaged, and proactive.
• Custom consulting engagements.

Surfacing Opportunities

I help organization surface opportunities for growth in two ways:

1. Advisory: through one or more calls or workshops, I surface opportunities for growth.
2. Teaching managers how to make their teams more proactive in surfacing opportunities for growth. Through a workshop and/or coaching, I help managers building trust, proactiveness, and ownership within their team.

Managing Growth

Growing is a tale of two cycles. The virtuous one, where good management and clear alignment empower fast growth and enable it to compound. And the vicious cycle, where gaps in management skills and alignment make growth fragile and a source of technical and managerial debt.

If your organization is experiencing or is about to experience fast growth, I can help you manage the transition and nail a few critical actions that will enable and sustain it.

Some of the ways I can help you include:

1. Advisory. During a video call or meeting, I can provide feedback and guidance to how you’re currently managing your team’s or organization’s growth. I will help identify blind spots and opportunities.
2. Coaching. I can work with you and/or key individuals within your organization to help you nail the core actions that will enable for sustainable and productive growth.

Building trust

Two managers might use the exact same words to give the same piece of feedback to the same employee and get two radically different reactions. The difference is in the trust the employee had in each of the managers.

If your people don’t trust you as a manager, they won’t work full-heartedly on the tasks you assign them, no matter how good your delegation skills, and they will react defensively to your feedback, no matter how well given.

It is necessary that you build trust within your team that you are a good manager.

And it is necessary that your organization’s managers learn to do the same.

Some of the ways I can help you include:

1. Workshop. During a video call or meeting, I can teach you  and your team how to build trust as a manager.
2. Coaching. I can work with you and/or key individuals within your organization to help build trust as a manager.

360s

Many organizations use 360 feedback: a once-a-year occurrence where the people you work the most with are asked to give you anonymous feedback to make you more effective at your job.

Usually, this feedback is conducted as a survey. This method is efficient but its usefulness is limited by how well the questions are asked and how good the participants are at providing feedback.

As an alternative, you can engage me to interview a few key colleagues of yours. You will get a more comprehensive overview and more actionable improvement points.

Executive coaching

Working one-on-one with you, I can help you become a more effective leader through a mix of:

• Providing feedback and identifying opportunities for growth. 
• Teaching you how to delegate, communicate, or manage more effectively.
• Roleplaying and playing hypotheticals to pre-empt mistakes and validate readiness, resulting in fast learning and setting you up for success.
• Setting long- and short-term objectives.
• Prioritizing your busy to-do list, to ensure you achieve both your individual and organizational goals.
• Providing accountability by demanding and reviewing progress.

As an example of how I can help you with executive coaching, you can check my Personal Leadership Coaching Program.