Dimensional Performance Development
Behavior Advisory for Landscape Companies 571.800.7776  ·  paul@dimensionalpd.com
Behavior Advisory · Landscape Industry

The inside of your business doesn't match the outside.

Your trucks look sharp. Your jobs look great. But the foreman quit again, two of your managers won't talk to each other, and you've started to wonder if the bottleneck is you. We build the people-side of the business with the same discipline you brought to the operations side.

See the Offerings How It Works
The Real Problem

You don't have a people problem. You have a clarity problem.

01
The hire that interviewed beautifully and quit in ninety days.
02
The crew leader who can't lead and can't be told.
03
Two foremen who handle the same situation three different ways.
04
A leadership team that nods in the meeting and disagrees in the hallway.
05
A growing suspicion that you're the one slowing it down.

Most of these are not personality problems. They are role design problems and behavior alignment problems wearing personality clothes.

The instrument we use to surface that distinction is DISC, plus a comparison report that scores the person against the actual role and the actual values of your company. The output is not a profile. The output is an action plan with dates on it.

You stop guessing who fits where. You start knowing.

The Approach

Every engagement is the same three things , in the same order.

No menu. No mystery. The unit of value is consistent across every offering, and what you're really paying for is the interpretation.

— One —

The Report

A behavioral assessment instrument calibrated to the question being asked. For hiring, the candidate against a benchmark. For roles, the person against the job and the values. For owners and teams, the wiring itself. The report is the data.

— Two —

The Debrief

A live Zoom session where the report becomes a decision. This is where you push back, ask the real questions, and where I do the interpretation work you can't get from a PDF. The debrief is the instrument doing the work.

— Three —

The Action Plan

A written summary with dated checkpoints built in. Not a one-time deliverable. The plan has a shelf life because your team does. Revisit points are part of what you bought, not an upsell at the end.

A team in March is not the team in June. Someone got hired, promoted, or quit. The snapshot expires. The work continues.
The Offerings

Five answers to five different questions you're already asking.

Each offering starts where the owner actually starts. Pick the one that matches the question on the table.

01

Hire Right

For the candidate not yet hired.
Benchmark your top performer in the role. Compare every finalist against it. Get the custom interview questions and a hire/no-hire recommendation before the offer goes out.
Per Hire →
02

Role Fit Review

For the person already in the seat.
Define the role properly first. Then score the person against it and against your core values. You get clarity on whether to coach, restructure the role, or have an honest conversation.
Per Role · Min 2 →
03

The Owner's Blind Spot

For the owner himself.
The instrument turned on you. What you're wired to do, what you avoid, where that shows up in the business. The conversation most owners have never had about themselves.
One-Time →
04

Leadership Team Alignment

For the leadership tier as a unit.
Group DISC across your salaried leadership. Quarterly working sessions with the team. One-to-one owner debriefs to process what came up and update the plan. Salaried only — not crews.
Quarterly →
05

Build the Bench

For the future of the company.
An annual track that identifies your high-potential people, builds twelve-month development plans, and runs promotion-readiness reviews on a quarterly cycle. Where succession stops being a someday problem.
Annual →
The Progression

One door in. Five depths.

Most owners come in on a specific problem. A bad hire. A foreman who isn't working out. A leadership team that doesn't cohere.

Hire Right gets you in the door. The hire it produces opens the conversation about the role itself, which is the Role Fit Review. The roles open the conversation about the team, which is Leadership Team Alignment. Somewhere in there, the owner sees his own wiring show up in the room, which opens the Blind Spot work. By the time Build the Bench is on the table, it isn't a pitch — it's the obvious next step.

Same instrument family. Same discipline. One relationship that deepens at every tier.

01 Hire Right Entry
02 Role Fit Review Clarity
03 Owner's Blind Spot Reckoning
04 Team Alignment Recurring
05 Build the Bench Premium
The Practitioner

Paul Lukert. Twenty years in the green industry. Most of the mistakes already made.

Dimensional Performance Development is a behavior advisory practice for landscape companies that have outgrown the way they used to handle people. The instruments are Maxwell Leadership DISC and the benchmark interview reports. The work is interpreting them inside your specific operation, with your specific people, on your specific problems.

I am not a personality test vendor. I am a fractional operator who happens to have the credentials to use the best behavioral instruments available and the experience to know what to do with them in a landscape company.

✦
Maxwell Leadership Executive Director One of the highest tiers of certification in the John Maxwell organization.
✦
Certified DISC Consultant Maxwell Leadership Method. Trained to administer and interpret the full instrument suite.
✦
Twenty Years, Landscape Industry Operator-side experience. Author of "Design Yourself Out." Founder of LeadScape™.
Get Started

Pick the question. Request the pricing.

Tell us which offering matches the problem on the table. We'll respond with pricing, timeline, and what the engagement looks like inside your operation.

Request Pricing