Request Additional Information – Kōhola Consulting

To best understand how our expertise can support your objectives, we invite you to provide some high-level information about your current needs and aspirations. This RFI is designed to help both of us determine if there’s a strong potential for a successful partnership, allowing us to tailor our initial conversation more effectively.

Section 1: Your Organization in a Snapshot

“A bridge collapses not just from bad steel, but from poor assembly. This scan evaluates the health of the team building your Quality Architecture.”

Name(Required)

First Last

Your Role / Title(Required)

Email(Required)

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Company Name(Required)

Website

Phone

Address(Required)

Street Address Address Line 2 City State / Province / Region ZIP / Postal Code

Section 2: Current Challenges or Opportunities

What is the core challenge or opportunity you're currently facing?(Required)

What Keeps You Up At Night? (e.g., Design Controls, CAPA, QMSR Transition, etc.(Required)

What is the perceived urgency of this challenge/opportunity?(Required)

Are There Any Target Audit or Submission Dates Coming Up?(Required)

What impact is this challenge having on your organization (e.g., financial, operational, market position, employee morale)?(Required)

What are your high-level objectives related to this challenge/opportunity?(Required)

What steps, if any, have you already taken to address this?(Required)

What would be the ideal timeframe for seeing initial progress or results?(Required)

Section 3 Your Vision and Expectations

What is your overarching vision for solving this challenge or realizing this opportunity?(Required)

What are your key expectations from a consulting partner?(Required)

What are your non-negotiable requirements or constraints?(Required)

Anything Else?

Section Four: Part A – The Four Disciplines Assessment

Framework:

The Advantage by Patrick Lencioni

Objective:

To determine if the “Principals” have a healthy enough foundation to sustain a high-performance Quality Architecture.

Instructions:

Please rate your leadership team on a scale of 1 (Strongly Disagree) to 5 (Strongly Agree).

Discipline 1: Build a Cohesive Leadership Team

1. Our leadership team is comfortable being vulnerable with one another about weaknesses and mistakes.

2. We engage in "productive conflict" where we challenge ideas without it becoming personal.

Discipline 2: Create Clarity

3. We have a singular, shared understanding of why our company exists beyond just "making a device."

4. Everyone on the leadership team can name our top priority for the next 90 days (The "Rallying Cry").

Discipline 3: Over-Communicate Clarity Team

5. We ensure that every employee, regardless of level, hears our core message and priorities multiple times through different channels.

6. Our team is tired of hearing our key messages—signaling that we are finally communicating enough.

Discipline 4: Reinforce Clarity

7. Our hiring, firing, and performance review processes are built around our core values and "Rallying Cry."

8. Our Quality System is seen as a tool to reinforce our clarity, not a separate "administrative burden."

Section Four: Part B – The Working Genius Readiness Assessment

Framework:

The 6 Types of Working Genius by Patrick Lencioni

Objective:

To identify if the team is ready for the full assessment to optimize their “Work Stages” (Ideation vs. Activation vs. Implementation).

Instructions:

Answer “Yes” or “No” to the following “Symptoms of Misalignment.”

1. The Ideation Gap: Does the team spend a lot of time "Wondering" or "Inventing" but struggle to "Galvanize" or get projects across the finish line?

2. Burnout Check: Do key leaders seem drained by tasks that should be simple (e.g., an "Inventor" being forced to do "Tenacity" work like detailed document proofing)?

3. Decision Friction: Do we struggle to move from a "Great Idea" to "Execution" because no one is clear on who has the genius of "Discernment?"

4. The Enablement Void: When a new process is rolled out, does it feel like there is no one there to "support and respond" to the team’s needs?

5. Cultural Readiness: Is the leadership team willing to admit that they may be in the "wrong seat" for certain stages of the 90-day sprint?

Section 5: Next Steps & Confidentiality

Thank you for providing this information. Upon review, we will, typically within 2-3 business days reach out to schedule a brief introductory call to discuss your responses and explore how we might collaborate. This call is a no-obligation opportunity for us to learn more about your particular situation, and for you to get to know us.

Confidentiality Statement: All information submitted through this RFI will be treated with the strictest confidentiality and used solely for the purpose of assessing potential collaboration between your organization and Kōhola Consulting. We do not share your information with third parties.

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