16+ Years — EQPlus® Motivation Profile — Former CFO — MBA, Rice University — Allen Gelwick quote —
Case Studies
That gap was a structural limit on scale.
Before
The founder had built a high-performing energy enterprise and identified his successor. The successor lacked the independent authority to lead — deferring consistently, avoiding direct conflict with the founder, and limiting the enterprise's ability to operate without the founder in the room.
After
The enterprise developed $6B in assets and tripled revenue, and the successor became president. The organization maintained zero staff turnover for five consecutive years with minimal headcount increase.
The work Daphne did with our enterprise directly preceded our most significant period of growth.
Aaron Berg · President, Vega Energy Partners
Strategic ambiguity eliminated across five business lines.
Before
The leadership team was misaligned on strategic direction. Decisions that should have been owned at the executive level were escalating to the CEO. The enterprise lacked clarity on priorities across business lines.
After
A two-day leadership team workshop eliminated strategic ambiguity and produced clear ownership across five business lines. Within 90 days the executive team was operating without weekly escalation to the CEO.
Details available on request.
This engagement has been de-identified at the client's request. Full details — including the challenge, approach, and measurable outcome — are available in direct conversation.
From our very first call, her tough, revealing questions challenged me to think differently and gave me clarity I had been avoiding.
Elaine Gibbs · CEO & Founder, Bell Analytics
If the stakes justify this level of work, a conversation is the right next step.