This phase trains you to speak to owners like an operator — clear, brief, and decisive.
You will learn how to deliver executive insight without overwhelming anyone, and how to enforce priority discipline so fixes actually stick.
What you’ll be able to do
Create executive-level reports • lead with impact • frame issues without blame • limit priorities to what can move in 30 days.
Why this matters
If owners feel overwhelmed, they do nothing. If they feel clarity, they act. Brava becomes trusted when it stays short and executable.
6) Executive Insight Reporting (How Not to Overwhelm)
Reporting
Owners don’t need “everything you found.” They need clarity and direction.
Your job is to deliver a report that feels like a calm operating update — not a data dump.
You are trained to speak to owners, not teams, lead with impact, and frame issues without blame.
The executive communication mindset
Core
Executives buy outcomes. They do not buy analysis. They do not buy long explanations. They buy clarity: what matters, why it matters, and what to do next.
Speak to owners, not teams: talk about execution, risk, stability, throughput, and customer impact.
Lead with impact: open with what’s happening to the business, not the survey percentages.
Frame without blame: “the system is producing X,” not “this person is failing.”
Stop talking early: give the headline, the risk, the fix. Leave space for decisions.
What you deliver (every report)
Must
This is the minimum set of owner-relevant content. If it doesn’t fit here, it belongs in your internal notes — not the report.
What’s working: protect the strengths that create momentum (keeps owners engaged, not defensive).
What’s quietly breaking: early patterns that will grow if ignored.
What will cost the business next: name the risk exposure (turnover, rework, delays, customer inconsistency, decision drag).
What to do this month only: 3–5 actions max, each measurable.
The 30-day filter (non-negotiable)
Rule
This rule prevents overwhelm and keeps Brava from turning into “consulting theater.”
Rule
If it can’t be acted on in 30 days, it doesn’t go in the report.
Good: “Assign one owner-of-record per workflow this week.”
Bad: “Improve culture.” (not specific, not measurable, not 30-day executable)
Good: “Remove one approval layer from customer refunds.”
Bad: “Fix leadership alignment.” (too broad — must be broken into one action)
Executive report format (simple template)
Tool
Use this format until it becomes your default. It keeps you short, actionable, and owner-friendly.
1) Executive headline (1–2 sentences)
2) What’s working (2 bullets)
3) What’s quietly breaking (2 bullets)
4) Cost exposure next (1–2 bullets)
5) This month only (3–5 actions max)
6) Measures for next cycle (how we’ll know it worked)
What “good” sounds like (owner-ready)
“This month we’re seeing a clarity decline in the handoff between sales and delivery. The impact is rework and delays, which increases customer inconsistency risk.
What’s working: your team is committed and response times are strong.
What’s quietly breaking: ownership is unclear on who approves changes mid-project.
This month only: implement one owner-of-record per account + a 15-minute weekly handoff check.
Next evaluation we’ll measure if rework drops and delivery timelines stabilize.”
Mini drill (practice out loud)
Take any messy insight and compress it into an executive headline + one action.
Messy: “People say they’re overwhelmed and there are too many meetings and they’re not sure who decides things.”
Executive headline: “Decision ownership is unclear, creating meeting bloat and slowing execution.”
One action: “Assign a single decision owner per recurring issue and limit meetings to decisions only.”
Mastercoach (locked)
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Mastercoach cues: Executive Insight Reporting
You are training “executive compression.” They must learn to say less, not more. Owners reward clarity — not thoroughness.
Pass test: Give them a full messy data summary → they must produce a 6-line exec report in 3 minutes.
Watch for: “explaining the backstory.” Owners don’t want origin stories — they want decisions.
Correct immediately: villain language (“this manager…”) → replace with system language (“handoff ownership is unclear…”).
30-day enforcement: if they include anything un-actionable, they fail and rewrite.
7) Priority Discipline
Focus
Most businesses don’t fail from lack of ideas — they fail from initiative chaos.
This module trains you to kill scattered effort, limit priorities to what can actually move, and sequence fixes so the team doesn’t resist.
What priority discipline means
Core
Your job is not to “give them a plan.” Your job is to give them one month of focused execution that produces measurable improvement.
Kill initiative chaos: stop stacking “new programs” on a stressed system.
Limit priorities to 3–5: beyond this, nothing gets finished.
Sequence fixes properly: fix the root constraint first, not the symptoms.
Make it measurable: every priority must have a “proof of done.”
Teaching concept (memorize)
Rule
This is how you prevent resistance. Teams resist when they feel random change. They follow when they feel correct order.
Concept
“Fixing the wrong thing at the wrong time creates resistance.”
Example: training won’t fix chaos if roles are unclear. Clarify roles first, then train.
Example: new tools won’t fix delays if approvals are broken. Fix approvals first, then add tools.
Example: “culture initiatives” won’t fix burnout if workload is structurally unsustainable. Fix load first.
The 3–5 priority rule (how to pick)
Tool
Pick priorities using this filter so you don’t chase symptoms.
Choose priorities that:
1) Reduce a real business risk (turnover, execution drift, customer inconsistency)
2) Remove friction (rework, delays, decision drag)
3) Can be completed in 30 days
4) Have a measurable proof of done
Sequencing order (default)
System
When in doubt, sequence fixes in this order. It prevents wasted effort.
“We could fix 12 things — but that would create initiative chaos. This month we’re doing 3:
1) Clarify ownership on X
2) Remove bottleneck on Y
3) Install a simple standard for Z
If these move, we unlock capacity for the next layer.”
Mini drill (fast)
Given 8 possible priorities, choose the 3 that matter most and explain why in one sentence each.
Priority pick rule:
• “Which 3 reduce risk the fastest?”
• “Which 3 remove the biggest constraint?”
• “Which 3 can actually be done in 30 days?”
Mastercoach (locked)
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Mastercoach cues: Priority Discipline
You are training “constraint thinking.” If they choose priorities based on what’s loud, they’ll create resistance and lose trust.
Pass test: Give them 10 possible initiatives → they must pick 3 and justify via risk + constraint + 30-day done.
Watch for: “nice to have” priorities (branding, culture programs) when load/clarity is broken.
Correction phrase: “Is this the constraint — or a symptom?” Make them answer before moving on.
Scoring: They must sequence correctly. Wrong order = resistance prediction + fail until fixed.
Phase 3 — What to Memorize + Pass Conditions
Gate
Phase 3 is installed when you can deliver owner-ready clarity that leads to action.
You pass when you can compress insight, enforce priority limits, and propose a 30-day plan without overwhelm.
Memorize: 30-day report rule
Must
“If it can’t be acted on in 30 days, it doesn’t go in the report.”
Memorize: sequencing concept
Must
“Fixing the wrong thing at the wrong time creates resistance.”
Phase 3 pass conditions (simple + strict)
You pass Phase 3 when you can: (1) produce a one-page executive update (headline + working + breaking + cost + 3–5 actions),
(2) apply the 30-day filter to remove non-actionable content,
and (3) select and sequence 3 priorities from a list of 10 while justifying the order using constraint thinking.
Mastercoach (locked)
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Mastercoach cues: Phase 3 scoring
Score based on executive credibility. If they ramble or over-explain, they are not installed.
Score 1–5: compression (headline first, short sentences, no data dumping).
Score 1–5: 30-day actionability (every action is “done” within 30 days and measurable).
