Windy Hill Dojo isn't a staffing firm. We're a Lean Six Sigma consulting practice that happens to specialize in the most vulnerable moment in any transformation — the transition. Pick the tier that matches your situation, or engage all three.
Because not every organization is at the same place. Some just need confidence they're hiring the right person. Some need projects kept alive while the seat is empty. And some — the smart ones — want to know exactly what their new executive is walking into before they walk in.
Each tier stands alone. They also stack. The organizations that use all three see the fastest time-to-value from their new LSS leadership.
| Capability | Candidate Evaluation | Readiness Blueprint | Project Execution |
|---|---|---|---|
| Candidate assessment & scorecard | ✓ | — | — |
| Interview framework | ✓ | — | — |
| Hire / no-hire recommendation | ✓ | — | — |
| 90-day onboarding risk flags | ✓ | — | — |
| Process audit | — | ✓ | — |
| Cultural readiness assessment | — | ✓ | — |
| Prioritized project portfolio | — | ✓ | — |
| Executive playbook (30/60/90/180) | — | ✓ | — |
| Leadership readiness briefing | — | ✓ | — |
| DMAIC project execution | — | — | ✓ |
| Belt team coaching | — | — | ✓ |
| Tollgate reviews & documentation | — | — | ✓ |
| Documented financial impact reporting | — | — | ✓ |
| Timeline | 2–4 weeks | 8–12 weeks | 3–12 months |
Every deliverable, every scope item. Click any tier to start a conversation about your specific situation.
Find the right leader before you commit.
Most hiring processes for LSS executives rely on certifications and interviews. Neither reliably predicts whether a candidate can build a practice from scratch, lead change in your specific culture, or deliver measurable ROI. We assess candidates against your actual operational context — before you make an offer.
Prepare your organization before your new leader walks in.
The most valuable thing you can do before your new LSS executive arrives is know exactly what they're walking into. Most don't find out for 6–18 months. We compress that learning curve to zero — delivering a complete organizational readiness package before day one so your new leader can be effective immediately.
Stay engaged. Keep the practice moving.
Once the right leader is in place and the organization is prepared, the work begins. We step in as fractional project resources — executing defined LSS projects, coaching Belt teams, maintaining program momentum, and ensuring your new executive inherits a practice already in motion. Engagements scale to your needs, from a single project to a multi-year partnership.
Tell us where you are in the process — hiring, evaluating, or planning a transformation. We'll match you with the right service tier and the right Master.