How to Impact Performance in Disruption and Complexity

Our database shows that the Leadership Effectiveness Index explains 38% of the overall business performance. 

This is a bigger leverage than most companies’ gross profit margin, but very few companies have the Leadership Effectiveness Index on their KPI dashboard.
Leadership Effectiveness Impact on Business Performance
Top 10%/Bottom 10% Performing Businesses
The same database reveals that the top 10% performing businesses have an average Leadership Effectiveness of 80 percentile points, while the bottom 10% have an average of 30 percentile points.

Leadership Effectiveness Index above 50% is considered a competitive advantage and below 50% a competitive disadvantage. 

We are a next-generation performance transformation firm that helps leadership teams of middle market companies boost their business performance by increasing their Leadership Effectiveness Index to make a global impact.

We lead the shift from costly, ineffective leadership development projects to agile transformations with affordable monthly subscriptions.

Our work helps organizations make the difficult leap from one growth phase to the next by evolving the organizational capacity and capability to create outcomes that matter most.
We Exist to Evolve Leadership Effectiveness so that Together, We Can Create a Ripple Effect of Unity in the World
We Help SolvE These Problems:
  • Lack of Alignment  
  •  Business Underperformance
  •  Organizational Silos
  • Unresolved Complexities
  •  Systemic Conflicts
  •  Strategic Polarities


Varlinx Differentiator
The Organization Cannot Perform  at a Level Higher than the collective EFFECTIVENESS of its Leadership Team
As disruption accelerates at an unprecedented rate and growth cycles become shorter and shorter, a pressing question has emerged: “How can we grow a business in such a disruptive, uncertain, and complex world?”

Along with escalating complexity comes the challenge of developing the creative capacity to continually transform our organization in response to rapidly changing market conditions. 

The ability to develop leaders capable of navigating in an increasingly complex world is a competitive advantage. Therefore, leadership must evolve at least at the pace of the escalating complexity.

If the complexities of the challenges leaders face are more complex than they are, they are outmatched every single time. 

We help leaders to evolve the complexity of their mind to be equal to the complexity of the challenges they face. 

This requires Leadership Effectiveness with the creative capacity to invent the future and the capability to navigate the journey towards this future.

together, We make 
the invisible…visible, 
the uncomfortable…comfortable, 
and the ordinary…extraordinary.
  • ​Design structures that determine performance 
  • Make an impact on business results and performance
  • ​Develop a leadership brand and cross-organization identity
  • Boost individual and collective effectiveness simultaneously
  •  Build momentum in critical mass: flywheel effect
  •  Interlock components that reinforce each other 
Your present 
don't determine where you can go,
they merely determine 
~Nido Qubein
  • Concrete experience – Connect directly with the real challenges and objectives of the leaders at every turn, and in every conversation. 
  •  Reflective Observation – Seek to make meaning out of the leadership experiences. 
  •  Abstract Conceptualization - Gel a “rule of thumb” about what to do in certain types of leadership situations.
  •  Active Experimentation - Practice a series of behavioral experiments. 
Effective leaders outperform ineffective leaders every time 
~ Bill Adams
An Integrated Framework for Transformative Performance and Extraordinary Business Results
The Leadership Effectiveness transformation system has 7 interlocking and reinforcing components that, taken together, accomplish more than any single-component solution could.
Individual Leadership Effectiveness Evaluation (Annually)
The Leadership Circle Profile™ is a breakthrough 360-degree profile that reveals the relationship between patterns of action and internal assumptions that drive behavior. 

Ultimately, The Leadership Circle Profile™ goes to the source of behavior to get greater leverage on change in a way that brings the key issues to the surface instantly. It puts leaders in touch with what is working, what is not, and why!

By deploying the Leadership Circle Profile, you will receive a faster return on the investment you are making in your leaders because the instrument drives a more focused development plan and faster results. Our many clients will attest to this. 

The Leadership Circle Profile™ : 
  • Accelerates Development - Instantly reveals key opportunities for development without requiring reading through reams of documentation.
  • ​Enables leaders to start with a targeted breakthrough focus, rather than spending months trying to reach one. 
  • ​Increase capability to lead authentically.
  • ​Reveals actions that drive results and impede their results.
Collective Leadership Assessment™ (Annually)
The Collective Leadership Assessment™ delivers a powerful litmus test of your leadership culture. It reveals how your people view their current leadership culture and compares that reality to the optimal culture they desire and benchmark it to other organizations. The “gap” between the current culture and the desired outcome instantly reveals key opportunities for leadership development. 

The Collective Leadership Assessment™:
  • Establishes a compelling rationale for change.
  • ​Has a greater ability to engage effectively the stakeholders.
  • ​Enables to create an inspired culture in their part of the organization and to positively enhance the culture of the overall organization
Kickoff Workshop (Annually)
The experiential workshop introduces the leadership team to the robust Universal Model of Leadership in a unique and memorable way. It will help to internalize the Leadership Circle framework as a common language and will pave the way to the shift required for enhanced leadership effectiveness.  This session has the power to begin a transformative journey for leaders. 

By focusing on the specific aspects of awareness and conscious intention that are most related to leadership effectiveness, participants get grounded in what will matter most for their future success. 

The goals of the workshop are:
  • Debriefing the Collective Leadership Assessment
  • ​Clarifying the impact of the Collective Effectiveness on business performance 
  • ​Discussing the gaps between current reality and desired culture
  • Setting gap priorities 
  • ​Committing to next steps with specific links to the business outcomes
Collective Leadership Development Plan (Ongoing)
The Leadership Development Plan of the executive team sets the agenda for team coaching. It relies on the results of the Collective Leadership Assessment and the agreements achieved during the full-day workshop.

The Leadership Development Plan is decided in the context of the strategic challenges the company faces. Based on the strategic priorities, the team decides on the “One Big Shift” that will make the most impact on business results.

The One Big Shift is supported by a single ‘start behavior’ and a single ‘stop behavior’ that the team commits to change. We follow up on the progress during team coaching sessions and the coach holds the team accountable for the changes. 

Individual Leadership Development Plan (Ongoing)
Like the team’s leadership development plan, the individuals identify the “One Big Shift” that will create the outcomes that matter the most for the individual, team, and the organization. The coach helps the leaders to articulate their purpose and vision so that they will be in alignment with their One Big Shift and the organization vision. 

The leaders decide on their individual single ‘start behavior’ and single ‘stop behavior’ that will have the most impact on their leadership effectiveness and business performance.

Shift Surveys (Monthly)
Measurement of performance against goals is vital to the functioning of any system. Therefore, the individual Leadership Development Plans are programmed into our software and creates a Shift Survey. 

This near-real-time survey reinforces the leaders’ commitments to take action on their One Big Shift by inviting an Accountability Circle of colleagues to give that leader direct feedback on how their behavior-change experiments are working. 

Every quarter or once the One-Big-Shift has been accomplished, a new Leadership Development Plan and new Pulse Survey are created. 

Team Coaching (Monthly)
The monthly team coaching series is an ongoing development process that blends the best of on-the-job application, peer coaching, and targeted leadership content that deepens leaders’ understanding of effective senior leadership. 

The rhythm of monthly regular 2-hour online/4-hour offline sessions build powerful momentum and provides a high-trust, high-accountability environment for leaders to lean on as they work at increasing their effectiveness. 

In this kind of setting, leaders can’t fake development progress or lose focus without their peers holding them accountable.  This structured approach to peer-based accountability has been a missing ingredient in most leadership development processes, and the monthly team coaching cracks the code.

The coach also shadows and observes the executive team in high-stake situations such as executive staff meetings and board meetings so that the team receives unbiased feedback about their performance. 

The team coaching series offers a monthly new development theme based on the collective leadership development needs, the results of the assessments, offsite, and ongoing team coaching needs. 

One-on-One Coaching (Ongoing)
Leaders work with a coach to identify and work on those areas for development that will have the greatest impact on their effectiveness and business performance. 

The process starts with creating a vision. Next, we help them become clear on the current reality based on the the feedback from the Leadership Circle Profile™. The gap between the leader’s vision and their current reality is closed through work done in the context of the business challenges between coaching sessions. 

The 1-on-1 coaching sessions will be designed according to the preferences, needs, and time constraints. 1-on-1 coaching session are bi-weekly 60-minute long. However, this is not a time-based program. The coaching sessions can be longer, shorter or ad-hoc depend on the needs. 
3-Phase 3-Month Cycles
Our process moves fast and helps clients get massive traction on their most important work through a 3-phase 3-month cycles. In each 3-month cycle we move the needle of ONE-BIG-SHIFT at a time.
Leadership enhances the ORGANIZATIONAL CAPABILITY AND capacity to create OUTCOMES THAT matter most.
~Bob Anderson
How to Sustain Growth in a Disruptive World
CEO's La La Land
The Invisible Enemy in the boardroom
Dave Osh is Known as a global performance transformation catalyst. He partners with leaders who aspire to become the next Steve Jobs, Bill Gates, Sheryl Sandberg, Jeff Bezos, Marissa Mayer, or Eric Schmidt.  

Dave helps high-potential leaders to become the best version of themselvess so that they will appear one day on the cover of TIME magazine.  

Dave is the founder of Varlinx. He leads the shift from costly, ineffective leadership development projects to agile transformations on affordable monthly subscriptions. His work helps organizations make the difficult leap from one growth phase to the next one. 

Dave was the CEO of the multinational company Qnet, leading 1,000 employees from $89M to $431M over five years and the former CEO of the tech startup Execuvite. He has lived in Israel, Hong Kong, Singapore, Malaysia, and the United States. The teams he has led span 30 countries and achieved an average 39% YoY growth.

Dave laid his leadership foundation on the battlefield as a fighter pilot and air force commander, taking his cockpit experience from the briefing room to the boardroom.

He is a published author of leadership books and the producer of the CEOpeek show. His mission is to evolves leadership effectiveness so that, together, we can create a ripple effect of unity in the world. 

Daves lives in the San Francisco Bay Area with his wife Ainsley. In his free time, he skis, hikes, plays electric guitar, windsurfs, and ‘parents’ three adult children (and a cat).

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The Leadership Circle Profile™, and Collective Leadership Assessment™ were developed and are owned by The Leadership Circle®.