Transform your Organization
Meet the Team
A shared way to lead
" I don't have to be everywhere. Alignment creates accountability— and that gives leaders the freedom to lead across the system."
— John McKenny, SVP & General Manager, BMC Intelligent Z Optimization and Transformation
To win today, an organization has to operate through constant change — minimizing disruption, keeping people engaged, and activating talent. That takes leadership that scales.
Most organizations rely on individual capability instead of a shared system for how leadership and teamwork happen. Leadership becomes personal —dependent on who's in the room, who came up under whom, what worked at the last company. When leadership is personal, it can't scale.
The result is what most executives are living with
Different functions run at different standards. Cross-functional work grinds on process differences. Priorities compete. Decisions get renegotiated. Leadership teams get aligned in the room and watch the alignment fade before it reaches the rest of the organization. Every leader is working hard. The organization still isn't moving as one.
What the ORGANIZATION CAN EXPECT
Every Ultra OS engagement is designed around three outcomes:
Align. Every leader and team operates from the same language, frameworks, and priorities. Strategic direction and daily execution stay connected.
Build capability and capacity. Individual leaders and their teams grow the skills, mindset, and practices to lead through continuous change — including the shifts AI is forcing.
Coordinate action. Clear ways of working across functions, levels, and geographies — so the organization moves as one.
Together, these three shifts turn leadership from something that varies by manager into something that scales as one organization.
Every Ultra OS engagement is designed around three outcomes:
Align. Every leader and team operates from the same language, frameworks, and priorities. Strategic direction and daily execution stay connected.
Build capability and capacity. Individual leaders and their teams grow the skills, mindset, and practices to lead through continuous change — including the shifts AI is forcing.
Coordinate action. Clear ways of working across functions, levels, and geographies — so the organization moves as one.
Together, these three shifts turn leadership from something that varies by manager into something that scales as one organization.
What the ORGANIZATION CAN EXPECT
Every Ultra OS engagement is designed around three outcomes:
Align. Every leader and team operates from the same language, frameworks, and priorities. Strategic direction and daily execution stay connected.
Build capability and capacity. Individual leaders and their teams grow the skills, mindset, and practices to lead through continuous change — including the shifts AI is forcing.
Coordinate action. Clear ways of working across functions, levels, and geographies — so the organization moves as one.
Together, these three shifts turn leadership from something that varies by manager into something that scales as one organization.
How the engagement works
Ultra OS is a strategic engagement. Every rollout is designed around the organization's structure, scale, and goals — and built on a proven system and a consistent set of components.
Most Engagements Include:
Executive coaching with the senior leader and their team
Quarterly offsites that build alignment, build leadership capacity, and coordinate action on strategic initiatives
Regular forums and small learning groups that carry the operating system to every level of leadership
Frameworks, tools, and shared language built into daily practice
Ultra OS isn't extra work. It's how work gets done. Everything runs through the system—the roadmap sets the direction, each leader's 90-day plan translates it into commitments, and the quarterly rhythm keeps strategy and execution connected. There's no parallel process to manage. This is the operating layer of the business.
Ultra Leadership
from directing to designing
from controlling to coaching
from managing work to activating people and systems
Leading change together
Leading Change Together (LCT) is a simple and scalable system for aligning people, building individual and collective capacity for leading and navigating change, and coordinating activity from leadership teams to the frontlines and back again. Scaled across every business unit, function, and team, LCT touches every person in the organization, resulting in enhanced corporate conscious-ness and intentionality.
There are a variety of ways we engage to help you lead change. Each of these engagement options utilizes the LCT approach and tool kit.
Coaching for Change Leaders
These short-term engagements (4-6 months) introduce the LCT system to help change leaders focus their change strategy and provide them with a roadmap for engaging their team at the front edge of change.
Coaching Teams through Change
These engagements of 8-12 months include Coaching for Change Leaders and support for the top team or leadership team responsible for guiding an organization, business unit, or geography through transformation.
Leading Organizational transformation
These engagements of 12-36 months start with the leader and their team, building individual and collective capacity to lead how the organization drives value and how it operates. We work with you to engage multiple levels of leadership, establish a change communications platform, and use the Leading Change Together management system as a way to align people, build bench strength, and coordinate action at scale.
CASE STUDY: BMC SOFTWARE
The Situation
John McKenny inherited leadership of BMC's IZOT business unit facing persistent misalignment, low engagement, high turnover, and stalled growth. The leadership team was fragmented across geographies. Execution was inconsistent. And the mandate was clear: deliver overdue transformation.
The Work
We partnered with John and his leadership team to install ULTRA OS — a Leadership Team Roadmap, quarterly alignment offsites, executive coaching, cascading development for people leaders, and a shared operating language: Run as One.
John reframed his own role first — from expert performer to system designer. Leaders across the business unit shifted from managing activities to coaching outcomes.
The Results Over Seven Years:
ARR growth moved from flat to double digits year over year
All transformation milestones achieved
Engagement scores exceeded industry benchmarks
Turnover down significantly
WHAT OTHERS HAVE TO SAY ABOUT ULTRA LEADERSHIP
John McKenny | SVP & General Manager, BMC Intelligent Z Optimization and Transformation
"We've built a self-sustaining organization. I don't have to be everywhere. Alignment creates accountability — and that gives leaders the freedom to lead across the system."
Chris Kay | Senior EVP, Head of Enterprise Platforms, M&T Bank
"A thoughtful roadmap to drive business and cultural transformation. The team I lead has been building our capacity to lead change using Greg's methodology — defining team roadmaps, devising action plans, and convening coaching conversations to unlock speed and impact."
Bring ULTRA OS to your organization
Strategic engagement. Customized deployment. Executive-sponsored.
Chris Kay | SEVP, Enterprise Platforms
“The team I lead has been using the methodology shared by Greg in The Next Normal. In support of clear and refined outcomes, legions of 21st-century leaders are now defining team roadmaps, devising action plans, and convening coaching conversations on how to unlock speed and impact, all rooted in one foundational belief: with proper preparation and execution, we can better unlock the creative talent of those we lead.”
John McKenny | SVP & General Manager, BMC Intelligent Z Optimization and Transformation
“GA | Ultra Leadership’s work with our leaders and teams helped us design and deliver significant transformation and results again and again. GA | Ultra Leadership provides an approachable, actionable, and proven system for leaders to challenge the old norms and empower their teams to make positive change.”