An engagement is a finite, private arrangement.

It exists to allow the work to be placed cleanly, completed fully, and verified under high consequence.

This is not an advisory relationship.
It is not ongoing support.
It is not development work.

What an engagement is

An engagement is one-to-one and time-bound.

It is structured as a deliberate sequence, held privately, with clear entry and completion conditions.

The work does not rely on motivation, insight, or effort.
Nothing is added.
A structure is removed.

What changes

The engagement alters how decisions and responsibility are held.

When identity no longer underwrites outcomes, authority, judgment, and influence operate without personal reference.

This shift is structural, not emotional.
It is not stylistic.
It is not performative.

Who engagements are for

Engagements are intended for leaders making high-consequence decisions.

Typically, this includes those whose decisions shape organisations, capital, governance, or long-term direction.

The work is not exploratory.
It is not undertaken out of curiosity or general interest.

Appropriateness matters more than demand.

Structure and containment

Each engagement unfolds through a defined sequence.

Between sessions, work is completed independently.
Sessions are used for verification, placement, and refinement within the leader’s own context.

The engagement is finite.
There is no maintenance phase.
There is no implied continuation.

Completion criteria exist, and the work concludes when they are met.

Engagement forms

There are two forms in which an engagement may be held.

Both complete the work.
Nothing essential is withheld in either form.

Core engagement — £25,000 + VAT

The core engagement and verification complete the work.

It establishes the separation from identity and verifies it under lived conditions.

This form is intended for leaders who do not anticipate imminent contexts of heightened consequence beyond the engagement itself.

Context-led engagement — £30,000 + VAT

The context-led engagement holds the same work closer to anticipated contexts of consequence.

The difference is not depth or content, but placement.

This form is appropriate where leaders anticipate a specific future context in which timing and availability matter.

It is not ongoing support.
It does not extend the work beyond completion.

Selection and priority

Engagements are selective.

They begin only when the work can be given uninterrupted priority and attention.

Not all enquiries proceed to engagement.
This is intentional.

When structural distortion is actively impacting decisions under consequence, a private conversation is the appropriate way to determine whether the work can be placed cleanly within a finite engagement.

Work of this kind is typically engaged following direct introduction, or where a leader recognises the condition described and seeks to determine whether a finite intervention is appropriate.

Initiating a conversation in this context is procedural, not indicative of commitment.

Conversations

Conversations are private and held selectively.

They are used to determine fit, readiness, and appropriate engagement form.

No obligation is implied.

To request a conversation: tara@completesuccess.co.uk