Choose how you install.
This is not
We do not sell training hours. We scope engagements around the behavioral outcomes your organization needs to sustain.
How buying works
Application only
We only move forward when the work, commitment, and installation path are a clear fit.
Locked, transparent pricing
You see the scope and price before the work begins, with no surprise fees added later.
An honest fit decision
If the engagement is not the right fit for your organization, we will tell you.
You've already paid for structure that didn't change behavior.
If you're skeptical of another leadership investment, that skepticism is earned. Frameworks, offsites, and training days promised change and delivered awareness - and eighteen months later your standards still bend when you're not in the room. The pricing below is for something different: an installation with a defined scope, a weekly cadence, and a finish line - complete when the system runs without us.
Choose the scope that matches the work.
Foundations begins with the emerging leader. Preparation is LLI's distinct 12-session program. Executive / Team Installation addresses practices within an agreed leadership-team scope. Enterprise Installation puts the full The Human Performance Operating System to work from the CEO through the organization, including both engines. The path is determined by your organization's current state and goals.
Drift Audit
The diagnostic. Before any prescription.
A ~7-week formal management diagnostic built on three evidence streams: a confidential workforce diagnostic, your own operating records, and structured interviews. You receive an auditor verdict per engine step, a Contradiction Map, up to three Recovery priorities each with a named owner, a board-ready readout, and a Day-90 verification.
- Three evidence streams: workforce diagnostic, operating records, structured interviews
- The six engine steps - Winning, Ownership, Commitments, Tolerance, Standards, Verification
- Auditor verdict per engine step, Contradiction Map, up to three Recovery priorities
- Board-ready readout and a Day-90 verification
Preparation
Emerging and mid-level leaders.
Cohort-based preparation for the next tier of leaders. Behavioral discipline is developed through a structured program with real application between sessions. This is the individual/cohort on-ramp and first step toward GDD - not installation of the full operating system. The full 12-session bundle is $12,500 per seat, not the same offer as the per-leader Executive/Team Installation below.
- Full cohort facilitation (6 month program)
- GDD behavioral curriculum
- Between-session application assignments
- MMI (Monday Morning Implementation, the weekly reinforcement cadence) governance introduction
DEC GDD Foundations
Emerging leaders through the Detroit Economic Club.
The six-session GDD Foundations offering for DEC emerging leaders, separate from LLI’s 12-session Preparation program.
- Six-session emerging leaders installation
- Applied within each participant’s role and authority
- Practical weekly rhythm beginning in session one
- No automatic enrollment in continued development
Executive/Team Installation
Senior leaders and executive teams.
This installation puts GDD leadership practices to work within the agreed team. Full organizational installation requires CEO ownership and a connected approach across the business. The verified program includes 16 sessions across three phases. Priced per leader on your team - distinct from the Preparation per-seat bundle, which shares the same number.
- Executive cohort facilitation (6-12 months)
- GDD leadership practices within the agreed team scope
- Peer accountability cohort structure
- Quarterly calibration sessions
Most Common Path
Enterprise Installation
Organization-wide. All levels. Both engines.
Full GDD deployment from the CEO through the organization, including both the Structural and Behavioral Engines. The CEO actively owns the work. Completion requires demonstrated behavior and evidence within the agreed organizational scope.
- Current program details confirmed during scoping
- Both Structural and Behavioral Engines
- All leadership layers included
- Train-the-trainer for sustainability
Governance (MMI Ongoing)
After installation. Ongoing cadence.
The Monday Morning Implementation governance cadence, maintained by LLI after installation. Keeps the system from drifting. Quarterly calibration included.
- Weekly MMI governance support
- Quarterly calibration sessions
- Drift detection and recovery
- Available after any installation path
Installation Partner Certification
Become a certified GDD installer.
The Installation Partner Certification. Become a certified installer of the GDD Operating System inside your organization or as an independent practitioner.
- Full GDD certification program
- Certified to facilitate GDD inside organizations
- Access to the Installation Partner network
- Annual continuing education pathway
One operating system. Different starting points.
Preparation and DEC GDD Foundations are distinct starting offers for leaders; neither installs the full organizational system. Executive / Team Installation applies GDD practices within an agreed team. Enterprise Installation is the CEO-led deployment of the full The Human Performance Operating System, including the Structural and Behavioral Engines. Weekly MMI begins with the first Foundations session and continues within each installed scope.
Good fit / Not a fit
Good fit
- You want behavior change, not just training events
- You're willing to invest in reinforcement, not just content
- You expect leaders to execute, not just learn
- You want infrastructure that lasts after we leave
Not a fit
- You need a check-the-box training solution
- You want a one-time workshop with no follow-up
- You're looking for the cheapest option available
- You expect results without organizational commitment
We do not sell training hours. We scope engagements around the behavioral outcomes your organization needs to sustain.
How this fails (so we're clear)
- Reinforcement becomes optional.
- Leaders won't model the standard.
- Managers avoid coaching and tolerance resets.
- The organization expects culture to change without changing behavior.
Infrastructure that lasts. Results that compound.
Every engagement is structured to produce observable leadership change. We scope around what gets installed and reinforced - not how many hours are delivered.