Case Study - Atlantas Metal Work

Client Snapshot

Industry: Specialist metal work and construction.

Revenue: £6m+

Team Size: 40+

Engagement Length: 6 Months

Owner Role: Still heavily involved in ops and sales

The Challenge

The business had grown steadily through reputation and the owner’s deep industry expertise. But behind the scenes, there was growing frustration

The team lacked structure and accountability
Projects depended too heavily on the owner’s involvement
New managers were unsure of expectations or authority
Growth was plateauing due to internal chaos

The owner described it as "like trying to grow with the handbrake on."

The Approach

We began with a two-week Strategy Intensive to clarify the true bottlenecks and align leadership on a simple, focused plan.

This was followed by a 6-month Install Phase, embedding key systems and rhythms across four key pillars:

Vision & Strategy – Clarified direction and priorities
Team Structure – Created a simple accountability map and job scorecards
Operating Rhythm – Installed weekly, monthly and quarterly cadences
Team Communication & KPIs – Made progress visible and reviewed regularly

Key Interventions

Team Accountability Map

Clear roles, zero overlap – everyone knows who owns what, so things stop falling through the cracks.

Quarterly
OKR
(Goal Setting)

Align your team around 90-day goals that actually get done – without endless reactivity or vague priorities.

Management Trained In Level 10 Weekly Meetings

High-impact, structured meetings that drive focus, solve issues fast, and keep your leadership team aligned.

Proactivity Planners & Dept Scorecards

Simple tools that make performance visible and help every team stay focused, productive, and on track.

Leadership Team Trained In Systemising

Equip your leaders to build scalable systems – so progress doesn’t depend on you chasing or fixing.

The Outcomes

Leadership team shifted from reactive task management to strategic ownership of department goals
Managers began thinking like leaders – solving problems, driving progress, and surfacing ideas for growth
Weekly rhythm created space for learning, accountability, and continuous improvement
A growth mindset took hold: teams set bolder goals, tracked performance, and celebrated wins
The MD no longer needed to push every priority – leaders were stepping up and leading
With less firefighting, the business regained momentum on strategic initiatives and scalable growth

“We used to feel like we were dragging growth uphill. Now, the team are driving it forward themselves - with energy, clarity, and genuine excitement. It’s shifted the culture completely. Everyone’s pulling in the same direction, and it’s given us a level of focus and execution our competitors just don’t have.”

Stefan Husanu - MD Atalantas

Why It Worked

Most businesses don’t lack ambition - they lack alignment, rhythm, and follow-through. We didn’t add complexity. We created clarity. By installing simple, team-owned systems and training leaders to use them well, we unlocked a culture shift: from passive compliance to proactive ownership.

Once the team saw they could drive results - not just execute tasks - energy and momentum followed. That’s what makes growth feel natural instead of forced.