Implementation &
Installation
Level 1
Individual & Team Level
The Time/Power Management Workshop®
The Workshop establishes how work is handled in daily practice.
How work comes in
How the calendar is used
How work gets completed
How commitments are honored
No changes to reporting lines or organizational authority are required.
Workshop Details
Duration
Two consecutive face-to-face days, designed for a maximum of 15 participants.
Location
Delivered in-house at the organization.
Reinforcement
Live online sessions (60 minutes each) over three months, with a maximum of five participants per session.
Results at the Individual and Team Level
Commitments are clear and people honor them
Incomplete work gets completed instead of lingering
Decisions are made within defined boundaries
Constant reshuffling decreases
Execution becomes predictable
Follow-ups happen because someone planned them, not because something broke
“The biggest change was that things stopped lingering. Work either moved or it didn’t, and that clarity alone changed everything.”
– Operations Lead, Financial Services, UK
Level 2
Organizational Level
The Time/Power Management System
At the organizational level, the operating model is installed where decisions about work and priorities are made. This may apply to a department, division, regional cluster, country operation, or business unit.
Shared rules define how work comes in, what gets prioritized, and how work gets completed.
Execution no longer depends on individual discipline alone. It is carried by the structure.
Installation Process
It is conducted under live workload conditions.
Leadership defines:
How work enters the system
How priorities are set and protected
How commitments are made explicit
How work is completed
How boundaries are enforced across teams
These rules are applied immediately across the unit and tested under real execution pressure.
Installation continues until the rules hold without escalation, manual correction, or constant managerial intervention.
The operating model is in place when execution holds without individual heroics.
Results at the Organizational Level
Teams operate under the same execution rules
Commitments hold across the unit
Work does not accumulate between teams
Priorities are structurally protected
Cross-team execution becomes predictable
Escalations decrease because boundaries are enforced
Clarifying Boundary
This engagement is not defined by size. It is defined by where authority sits to accept work and change priorities.
It does not require organizational restructuring. The operating model governs execution rules, not reporting lines.
– Head of Service Management, Global Technology Company, Germany
