Joe & Shelley, thank you for your time this week.

THANK YOU, SHELLEY!  Teach class on Emerging Market Opportunities: Scaling Up with Smart Money. November

Be a constant presence and support. Support marketing for events.

Be trained as a facilitator or simply general support (without a peep about Peak). I am trained in conflict resolution, certified by the Coaching Institute, and as I mentioned, went through a year long intensive based on "Leadership From The Inside Out" with Target... I would need to learn the Strazzeri way, but it is eerily similar. I think I am coachable.  : )

Peak's talent heat maps and Change Agility assessments are powerful standalone tools. Imagine packaging them alongside a legal succession readiness checklist from Strazzeri Mancini LLP and your diagnostic framework, into a single "Family Office Operational Readiness Assessment" that both firms co-administer and co-report on. The output is a unified view of where a family office stands across legal structure, leadership capability, and operational health. This is not a referral — it is a joint product. It creates a reason for all three firms to be in the room at the same time and positions the assessment as the natural entry point for deeper engagements across all three. 

Host two or three intimate roundtables per year for 10 to 15 family office principals, co-hosted by all three firms. No selling, no presentations. A structured conversation around a specific theme: succession, the leadership gap in acquisitions, when to professionalize management. The three firms together as conveners elevates the credibility of the invitation and the exclusivity of the room. People will pay to be in rooms like this, we would be creating the room. 

Publish "The State of Family Office Leadership" annually (We were thinking of creating this for Peak under a separate URL for PE's, we can do both) a short, data-informed, co-branded report surveying family office principals on succession readiness, leadership challenges, and operational priorities. Even 40 or 50 survey respondents across all three firms' networks generates enough data for a meaningful publication. The report becomes an annual touchpoint with the entire family office community you collectively serve, gives all three firms something to present at EPI chapters and beyond, and earns press coverage in family office publications that white papers alone rarely generate. 

Assuming you currently do some regular level of due diligence: Every family office deal runs legal due diligence. Almost none of them run leadership due diligence with the same rigor. Work with Strazzeri Mancini LLP to build leadership assessment into their standard deal process — not as a referral they might make, but as a formal step in the pre-acquisition checklist they use with every client. When a family office client comes to them with an acquisition, leadership readiness assessment becomes as standard as the legal review. Peak is the named co-provider. Strazzeri Mancini LLP contributes their piece of the diligence picture. This is pipeline that generates itself.