Every VP says they're on plan. Each one is running a different plan. Decided checks in with each VP's team weekly, so you see the gap first.
"I put off a hard conversation with one VP for two months. All I had was a feeling. With Decided, I walk into the one-on-one with what slipped and since when." How Decided helps:
Ask each VP for the company's top three and you'll get five different lists. Each one runs their team on their own list, and the gap shows up a quarter later as a miss.
You can feel a VP's area slipping long before you can prove it, so you put it off. Decided shows what that team committed to, what slipped and since when. The conversation happens in week two, not month three.
Clara asks each team what they're working on and why. You see Sales still chasing last quarter's plan while Product builds the new one, before the quarter is spent on both.
Board week, the raise, a customer trip. The check-ins and the weekly brief run either way, and the staff meeting starts from what slipped, not from a round of status updates.
Clara has a short voice check-in with each VP and the people on their teams every week. She asks what they committed to, what happened and what's in the way. Decided puts the answers together and shows you which commitments hold.
Each commitment from the staff meeting, its owner, and whether the team is actually working on it. You see where it holds and where it quietly slipped.
What slipped, what's in the way, which VP needs you this week. Three minutes, and every one-on-one starts from the same facts.
At the next check-in Clara asks the owner if it happened and what's in the way. It stays open until it's done, not until someone stops asking.
A VP's launch kept slipping, and the CEO only had a hunch. The team's check-ins showed the date had moved twice, and why. The CEO raised it at the next one-on-one, the VP reset the plan, and the revenue stayed in the quarter.
The COO traveled for most of the raise. All eight weekly briefs went out, and every slip had an owner by the next staff meeting.
A VP's team drifts off plan and nobody says so for six weeks. That's six weeks of a whole team's payroll on work that won't ship. Then the board asks what happened, and it's news to you.
Your leadership team agrees on who sees what before the first check-in. Decided doesn't rate anyone. It shows what the team committed to and what happened, which is what your VPs want you to judge them on.
The meeting stays. Decided brings what happened since the last one: what slipped, what's in the way and which VP needs you, from the people doing the work.
For whoever runs the leadership team. In many companies that's the COO. Without one, it's the CEO.
A short voice check-in per person each week. No forms, no status template, no dashboard to maintain.
No. You see patterns across the team, never anyone's answers word for word.
No. Decided doesn't score or rank anyone. It shows which commitments hold. You and your VP decide what happens next.
With your leadership team and the commitments from your last staff meeting or offsite. One round of check-ins, one brief, then you decide.
