Brava Business Health Strategist — 30-Day Trial Onboarding Protocol (Pillar 2)
The Test Run Month that proves Brava’s operating system and becomes the repeatable monthly rhythm.
Module purpose (Intro Block)
This first 30 days is not just setup. This is the Brava Test Run Month where we:
complete the Business Evaluation • build relationships with Owner + Manager + Employees • implement early fixes that create visible momentum • establish the repeatable monthly system they’ll receive every month moving forward
How to use this playbook
Follow Step 1–6 in order. Each step includes timeline • objective • what you do • deliverables • “What to say” mini scripts • checklists.
Step-by-Step Timeline (Step 1 through Step 6)
Timeline
Create a “Step-by-Step Timeline” section with Step 1 through Step 6, including: timeline (Day ranges / Week ranges) • objective • what the strategist does • deliverables • mini scripts (“What to say”) • checklists
Important language
Do NOT call anything a “survey” anywhere. It is always called the Business Evaluation or Brava Evaluation.
STEP 1 (Day 0–1): Brava Welcome + Start Plan
Step 1
Strategist sends: Welcome message + expectations • Overview of the first 30 days • Confirm point of contact(s) • Confirm business communication preferences
Timeline + objective
Day 0–1
Objective: establish clarity, expectations, communication rules, and a clean 30-day plan that the owner understands.
Welcome message + expectations
Overview of the first 30 days
Confirm point of contact(s)
Confirm business communication preferences
Deliverable
Output
Deliverable: Brava Start Plan (simple 1-page) Includes: what happens week 1–4 • meeting structure • Business Evaluation rollout • progress tracking system
Deliverables
Brava Start Plan (simple 1-page)
Brava Start Plan (simple 1-page)
Includes:
• what happens week 1–4
• meeting structure
• Business Evaluation rollout
• progress tracking system
What to say
Use this as your welcome message + expectation setter.
“Welcome to Brava. The first 30 days is our Test Run Month — we run the full operating system so you can see exactly how this works.
We’ll launch the Business Evaluation, build relationships across the team, implement early fixes, and end with a clear action roadmap.
Today I’ll confirm points of contact and your preferred communication channels so everything stays clean and efficient.”
Step 1 Checklist
Checklist box titled: “Step 1 Checklist”
Step 1 Checklist
□ Send welcome message + expectations
□ Send overview of the first 30 days
□ Confirm point of contact(s)
□ Confirm business communication preferences
□ Deliver Brava Start Plan (simple 1-page)
This step must be built as 3 sub-sections inside the Step 2 card, with strong visuals.
What to say (opening script)
Include a “What to say” script for opening the Owner Kickoff call.
“Thanks for taking the time today. My goal is to get crystal clear on how you want Brava to operate inside the business.
We’re going to lock communication rules, meeting cadence, and then I’ll collect key context so we can launch the Business Evaluation cleanly.
By the end of this call you’ll have a simple schedule, clear access rules, and a clear picture of what success looks like in 30 and 90 days.”
A) Authority + Leverage Clarification (“Power Structure”)
Strategist must understand how much leverage and authority the owner wants Brava to have.
Questions (checklist format)
Include these questions in a checklist format:
1) How much authority does the owner want Brava to have?
□ internal partner
□ advisor
□ operator
□ light accountability leader
2) Direct contact permissions with employees
□ Is direct contact allowed? ✅/❌
If yes, what channels are allowed?
□ email
□ phone call
□ text
□ Zoom
□ FaceTime
Also include:
□ Are messages allowed during work hours?
□ Should the manager be included on certain communications?
3) What does the owner want Brava to help enforce?
Examples:
□ accountability
□ communication standards
□ ownership rules
□ performance expectations
□ team respect / professionalism
Deliverable
Brava Access Rules (written + confirmed)
B) Meeting Time + Cadence Lock-In (Very specific)
We confirm realistic availability and lock cadence:
Owner + Strategist only
□ 1x/month OR 2x/month
□ 30/45/60 minutes
Owner + Manager + Strategist
□ 1x/month OR 2x/month
□ who runs the meeting (owner / manager / strategist)
Manager + Strategist
□ every 2 weeks minimum
□ weekly if chaotic
Employee 1:1s
Confirm if allowed:
□ short calls
□ text check-ins
□ Zoom/FaceTime
□ best time windows
Deliverable
Brava Communication + Meeting Schedule
C) Deep Business Understanding (Collect more owner data fast)
Strategist collects:
Strategist collects:
• org structure + roles
• who runs day-to-day
• repeated breakdowns
• what has been tried and failed
• current team issues (no names yet)
• success definition for 30 days + 90 days
• biggest risks: turnover, burnout, conflict, growth pressure
Deliverable
Business Health Snapshot (Initial)
STEP 3 (Day 3–7): Launch the Brava Business Evaluation
Step 3
Must be positioned as: “We’re evaluating execution, culture, clarity, and performance patterns.”
Strategist actions
Actions
deliver the evaluation to employees
track completion
follow up professionally
What to say
Include a short “What to say” script for how the strategist introduces the evaluation to employees.
“Brava is doing a Business Evaluation to understand execution, culture, clarity, and performance patterns.
This is not about blaming individuals — it’s about identifying what’s working, what’s breaking, and what needs to be clarified so the team can operate cleanly.
Please complete it by [date]. I’ll send reminders and keep this process simple.”
Evaluation Completion Tracker
• Employee list
• Sent date
• Completion status
• Follow-up date(s)
Participation Report
• % completed
• Completion timeline
• Notes on follow-up needed
STEP 4 (Week 2): Relationship Build + Pulse Check System Starts (WITH HEALTH COACH LAYER)
Step 4
This is where Brava becomes real and consistent.
Pulse Checks (Start AND End of Week)
Weekly
Pulse checks happen:
• start of week
• end of week
Pulse checks apply to:
• employees
• manager
• owner (optional, only if they want)
Pulse check format must include TWO parts
Business / Execution pulse + Health Coach layer (light, not therapy)
Business / Execution pulse
• What’s going well?
• What’s blocking you?
• What feels messy right now?
• Anything you want me to know?
Health Coach layer (light, not therapy)
• How’s your energy/stress this week?
• Anything in your life making work harder right now?
• Any personal habits or wellness goals you’re working on?
• What would help you feel better this week (sleep, stress, schedule, workload boundaries)?
Include a small “Health Coach Layer” inside pulse checks + 1:1s + manager/owner meetings (they must check in on health, wellness, life challenges, personal growth—without turning it into therapy).
This must explain that the strategist is still a health coach and supports
Support
Supports:
• stress management
• energy and burnout risk
• wellness behaviors
• personal growth and life challenges
Boundary line
Boundaries
Boundary line:
• not therapy
• not diagnosing
• not replacing HR
How to phrase the boundary (use in real conversations)
Keep it calm, light, and professional.
“I’m here to support you in a practical way — habits, stress, energy, and what helps you function well at work.
I’m not doing therapy and I’m not diagnosing anything. If something needs HR or clinical support, we’ll point it to the right place.”
Employee 1:1 Touchpoints (Monthly Minimum) — WITH HEALTH + GROWTH
1:1s
Each employee must have at least one meaningful conversation per month via: text • call • Zoom/FaceTime • in-person
Structure for employee 1:1s must include
Structure
Business/Work:
• what’s working
• what’s blocking
• what feels unclear
• what would help you succeed
Health/Wellness:
• stress/energy
• anything outside work affecting focus
• any habits they’re trying to build
• one small improvement they can make this week
What to say (script template)
Script
“Quick check-in — I want to understand how work is going and what would help you operate better.
First: what’s working and what’s blocking you right now? Anything unclear or messy?
Second: quick wellness layer — how’s your stress/energy lately, and is anything outside work affecting your focus?
If there’s one small improvement you can make this week to feel better or perform better, what would it be?”
Manager Meetings (Bi-Weekly Minimum) — WITH HEALTH LEADERSHIP LAYER
Managers
Manager meeting agenda must include: execution goals • accountability follow-through • team friction themes • progress tracking
And also include: manager stress/energy check • leadership burnout prevention • how manager can lead healthier culture behaviors (boundaries, communication norms)
Also include:
• manager stress/energy check
• leadership burnout prevention
• how manager can lead healthier culture behaviors (boundaries, communication norms)
Quick lane reminder
We keep this practical and leadership-based — not therapy.
Owner Meetings (1–2x/month) — WITH OWNER WELLNESS OPTION
“Quick optional layer — if it’s useful, we can do a 2-minute check on stress load and decision fatigue.
If not, we’ll stay strictly on business execution and progress.”
