The core process
Three movements. One ULTRAGOAL.
- HYPOTHESIS
The CEO's Draft
The CEO completes prework covering mission, vision, challenges, and aspirations. Then a coached session pushes toward 1–5 business ULTRAGOALs, consolidated into one Company ULTRAGOAL with pillars. This is the starting point, not the final answer.
- DISCOVERY
The Organization Reveals Itself
Every person runs two sessions: personal (what drives them as a human) and company-focused (where their team should head). Themes emerge. Some align with the CEO's pillars. Some reveal blind spots. The organization speaks.
- COMMITMENT
The ULTRAGOAL Evolves
The system synthesizes the CEO's draft, department ULTRAGOALs, and individual themes into a Refined ULTRAGOAL Brief. Language strengthened. New pillars surfaced. Misalignment flagged. The CEO has the final say. The organization enriches the vision.
The CEO's initial north star becomes the step. The real Company ULTRAGOAL is the one that emerges after the full cycle — because it includes everyone.
The crown jewel
The CEO Session.
Prework
- Mission & vision
- Core values
- Top 3 challenges
- Where you want to be in 3 years
- What keeps you up at night
Coached Session
- Salomon coaches the CEO directly
- Pushes toward 1–5 business ULTRAGOALs
- Applies the Everest Principle
- Named goals become steps
- 20–30 minutes
Output
- 1 Company ULTRAGOAL
- 3–6 supporting pillars
- First step committed
- 90-day milestone plan
- Ready for Movement 2
The insight at the identity level
Two layers. One truth.
Those are the same thing. He's aligned at the identity level — not the KPI level. Engagement surveys measure how people feel and OKRs measure what they deliver; this shows why they'd commit.
Head of Sales
ULTRAGOAL: "Be a role model for my kids."
Theme: legacy / family
Head of Sales
ULTRAGOAL: "Build a team that outlasts me."
Theme: legacy / sustainability
Measured, not assumed
Four-dimension alignment score.
On request. Computed per individual, averaged per department, rolled up to the organization.
See how it looks in the dashboard demo, with sample data.
The rhythm
A north star without a flight plan is just a poster on the wall.
After the three movements, the operating rhythm keeps it alive.
Monthly
60-second confidence check-in for department heads. Aggregated scores surface early warnings before they become walls.
Quarterly
Progress check. Re-distillation. Alignment re-score. See whether the organization is converging or diverging.
Annual
Full three-movement cycle re-runs with a year of data. Last year's ULTRAGOAL becomes the step toward this year's.
Privacy by design
Trust is the foundation.
Personal sessions are fully private
Exact words, specific fears, and named people never surface to anyone. Only an anonymized theme tag crosses the boundary — like "family/presence" or "legacy/impact."
Opt-in at onboarding
Employees choose whether their personal theme appears in the company view. If they opt out, everything still works. They lose nothing individually.
Minimum cohort of 5
No theme surfaces until at least 5 people have finished. Names are removed before anything reaches the dashboard.
Employee owns their data
The company pays for the platform but does not own personal session data. Designed for the Australian Privacy Act and GDPR. Explicit in the enterprise agreement.