LeverSource is a leading edge planning and situation analysis tool that structures insight. It enables you to quickly harness the collective wisdom of your team, department, or enterprise into a high fidelity leverage map. The map provides strategic insight to solve a wide variety of problems from strategy formulation , enterprise alignment, executive mentoring, rapid onboarding, or simply provide you with content to change the perception that you are indeed a strategic thinker. Our LeverSource tool and approach have been used successfully across multiple industries and enterprises, from large to small organizations in the commercial, federal, and non-profit sectors.
Below you will find an overview of a case where LeverSource was used to stand up a virtual TMO.


Transforming your enterprise requires a high degree of planning and coordiation.  Justifying, creating, and sustaining a Transformation Management Office (TMO) is difficult even with large scale projects like ERP.


Gaining approval for a formal TMO is even more difficult given the current economic uncertainty and the need to start and stop spending as financial requirements dictate. At the end of the day you don’t really need a TMO– you need TMO capabilities embedded within your current organization. Specifically you need to add the following five skills to your staff:
  1. Change Management
  2. Financial Management
  3. Resource Management
  4. Portfolio Management
  5. Integration Management


Traditionally these skills were sought from individual sources like certification programs or graduate school courses.  While effective they take time and at the end of the process the individuals


Of the 2 strategic limitations, “Increasing Resource Contol & Management” was the central limiting issue. This was supported by the fact that increasing the individual control of resources, in effect, decentralizes the management control structures. However, one of the prerequisites to achieving this was the need to increase “Leadership Training” which many felt was lacking in their current HR program.


While the executive leadership were pleased with the rich picture of improvement opportunities, the employees were very excited by the opportunity to be heard without threating their employment. While management thought their organization was “playing not to lose” in fact they didn’t have the skills to actually begin playing the game.