Services | Fokaos Consulting

Operations Baseline

Make the work visible, agree on how it really runs today, and choose a few high-leverage fixes to move on right away.

Kickoff and quick context download (owner/leadership).
Short interviews with 3–6 teammates; light artifact review (boards, trackers, docs).
Observe 2–3 key handoffs where work tends to wobble.
Build a one-page current-state map and surface the top friction points.
Co-prioritize fixes and set a 30-day plan in Notion (priorities, owners, checkpoints).
Start a light weekly review with a few helpful measures.

~2 weeks. Typical team time: 3–4 hours per person (spread across the sprint).

Upgrade credit: Begin Clarity Hub within 60 days of Baseline delivery and I’ll deduct your Baseline fee from the project price.

A dependable first 90 days for each role—clear expectations, steady support, and early wins.

Define “what good looks like” for 30/60/90 (outcomes, focus, early wins).
Set the manager rhythm: day-1 welcome, week-1 & week-2 check-ins, weekly touchpoints through the first month, then bi-weekly.
Stand up a buddy system for practical help and context.
Create simple job aids and checklists linked to the work.
Establish a short feedback loop to catch and fix friction early.
Track a few helpful measures: time to contribution, early retention, first-pass quality.

Role onboarding plans (30/60/90) with concrete outcomes and prompts.
Manager checklist/tracker and check-in prompts.
Buddy guide and quick-start orientation checklist.
Welcome Day plan and early-win tasks.
Job aids and templated notes inside your Clarity Hub (or a starter space if you don’t have one yet).

4–6 weeks. Pilot with 1–2 roles, tune together, then roll out.

Your digital Clarity Hub in Notion—searchable, teachable, and built for how your team actually works.

Design the structure (workflows, roles, meetings, and guides) so it’s easy to find and easy to update.
Create 10–20 Operating Guides & checklists for your most important recurring work.
Define decision pathways in plain language: who decides, who contributes, who’s kept in the loop.
Stand up a weekly operating rhythm (brief stand-ups, reviews, and coordination points).
Build a light shared dashboard (the few numbers leaders review together each week).
Coach managers and a couple of internal champions so the hub stays alive.

Notion Clarity Hub (information architecture, templates, and permissions set-up).
Operating Guides library with ownership and versioning.
Meeting templates and decision pathways registry.
Short dashboard and a “how to keep it current” guide.
Manager/champion coaching and rollout support.

6–8 weeks for the core build; can expand over time as needed.

People can find “how your team does it” fast—less re-explaining, fewer stalls.
Coordination becomes steadier and more predictable.
Owners step out of the middle as clarity lives in the system, not one person’s head.

Every engagement is custom. These ranges help with planning; final quotes follow a short discovery conversation.

Operations Baseline · $3,000–$5,000 (~2 weeks — shared current-state map, prioritized fixes, 30-day plan)
Upgrade credit: Begin Clarity Hub within 60 days of Baseline delivery and I’ll deduct your Baseline fee from the project price.
Onboarding Essentials · $8,000–$15,000 (4–6 weeks — 30/60/90 plans, manager rhythm, buddy system, job aids)
Clarity Hub · $12,000–$25,000 (6–8 weeks — Notion hub, operating guides, decision pathways, weekly rhythm)

What affects price: team size & roles, number of operating guides (10–20 typical), and any custom integrations or reporting.

Limited-time: 25% off services for the next five client engagements or until December 31, 2025—whichever comes first.

Payment terms: 50% at signing • 50% at delivery.

All services include a Notion workspace, progress tracking, and a final review session to ensure adoption and sustainability.

Assess → Design → Pilot → Adopt → Improve

Assess: Listen, observe, and map what’s true today; baseline a few helpful measures.
Design: Create operating guides, decision pathways, clear roles, and a weekly rhythm.
Pilot: Try it with a small group, gather feedback, and tune together.
Adopt: Coach managers, add job aids, and confirm checkpoints so changes stick.
Improve: Use a short weekly dashboard and periodic tune-ups to keep momentum.