Growth plan · CorporateDNA Americas · September 2026

More Conversations, Faster to Signed

Find the leaders who need CorporateDNA now, put G in front of them, and get every conversation to signed.

CEOs, CHROs and CLOs Fortune 2000 size, across the Americas Any sector you want

How we start

The people you already know. We gather your contacts and your team’s, build the system around them and engage them, while we set up the outreach.

Watch first · 4 min Ivo walks you through the plan Your contacts first, then all three parts on the Mohawk example.
Part 1 Lead sourcing How we know a leader is worth a message
  1. Sourced
  2. Signals
  3. Intent
  4. Scored
 Part 2 One lead's journey What a leader who passes gets from G
  1. Checked
  2. Message
  3. Their page
  4. A conversation
 Part 3 The follow-up system How every conversation gets to signed
  1. One pipeline
  2. Recordings
  3. Reminders
  4. Your team

One real example throughout: Paul De Cock, CEO of Mohawk Industries from 30 September. Every claim has a source at the bottom of the page.Start with Part 1 ↓

Part 1 · Lead sourcing

Every Leader Sourced & Scored

Four checks on every company before G sends a word. Here’s Mohawk.

  1. 01
    Sourced

    Every source, one record

    A mixture of tools finds the leaders, and filings give the hard facts. One record per company, with your clients and live conversations taken out.

    Mohawk Industries, foundMerged into 1 record

    Mixture of toolsPaul De CockPresident and COO, CEO from 30 Sep
    SEC filingsMohawk Industries, Inc.NYSE: MHK, Calhoun, Georgia
    Their announcementsWorld’s largest flooring makerOperations in Asia, Europe, the Americas and Oceania

    Mohawk IndustriesFlooring, based in Calhoun, Georgia

    In the list
    • Right companyNYSE: MHK, the same company in every filing
    • Size$10.8bn in sales and about 40,500 people in 2025
    • In the AmericasPlants in the US, Mexico and Brazil
    • Your listClients and live conversations, checked from week 1
  2. 02
    Signals

    Why now

    When the executive team changes, the system changes. We find those moments, and date every one.

    • A new CEO, CHRO or CLO
    • A merger or restructure
    • Fast growth or a new market
    • A family business handing over
    • And more, built with you

    What changed at Mohawk7 found

    • New CEOPaul De Cock, from 30 September8-K, 11 Jun 2026
    • A CEO of 25 years hands overJeff Lorberbaum stays on as ChairmanPress release, 11 Jun 2026
    • New CFONicholas Manthey, since 1 AprilPress release, 5 Nov 2025
    • New segment presidentAn Nuyttens joins from Solvay in mid-OctoberPress release, 1 Sep 2026
    • A reorganisation under wayNew projects for “organizational realignment”Q2 results, 30 Jul 2026
    • A new phaseIn Paul’s words, “pursuing new pathways”Press release, 11 Jun 2026
    • HR leader moved onTheir CHRO left, and no HR leader is listed nowVestis release, 8 Oct 2025
    • Merger or integrationNone found this yearSearched 28 Sep
  3. 03
    Intent

    Already investing in their leaders?

    Signals say the timing is right. Intent says they already care about what you do.

    • Leadership or L&D roles being hired
    • A leadership programme they publish
    • A culture or values relaunch
    • Engagement with G’s posts or your papers

    What they're doing about their leaders3 found

    Their job ad: Talent Development ManagerCalhoun, posted 23 Sep
    “Maintain strong relationships with external vendors, trainers, and subject matter experts to bring innovative development solutions to the organization.”
    • Leadership programmesThe same role builds programmes for “leadership capabilities”Careers site, 23 Sep
    • Development they’re proud ofRecognised by Training Magazine10-K, Feb 2026
  4. 04
    Scored

    Only the ones that pass get a message

    Every company is scored out of 100. Under the pass line, no message, however good the name. Week 1 builds the model around your buyer.

    Mohawk, scoredFirst version of the model

    94of 100

    Passes

    Ready for a message

    • MomentNew CEO, CFO and segment president30/30
    • Size$10.8bn in sales, about 40,500 people20/20
    • IntentHiring to build leadership programmes16/20
    • FitGlobal, with plants across the Americas13/15
    • BuyerThe CEO, on the board from day one15/15
94, passes

Mohawk is ready. Part 2 follows its CEO, Paul De Cock, from here.

One lead's journey ↓

Part 2 · One lead's journey

Paul Passes. Here's What Happens Next.

Four steps for every leader who passes, from G’s own LinkedIn and email.

  1. 01
    Checked

    The person who signs

    We confirm they’re in the seat and run the whole business, and find a second way in if they don’t reply.

    The person who signsConfirmed

    PD

    Paul De CockCEO from 30 September, Mohawk Industries

    • In the seatCEO from 30 September 2026
    • On the boardA director from the same day
    • RunsThe whole company, not one segment
    • The ChairmanJeff Lorberbaum, CEO for 25 years
    • Second way inTheir HR lead, to confirm: the CHRO left in 2025
  2. 02
    The message

    It opens on their own story

    Short on purpose: one line on their news, then the link. The video and their page do the heavy lifting. If LinkedIn goes quiet, email picks it up.

    Just an example: we craft the copy that converts with you.

    Guilherme MendesCEO Americas, CorporateDNA

    LinkedIn

    Hi Paul,

    Saw the news of your appointment as Mohawk’s CEO from 30 September, succeeding Jeff Lorberbaum after his 25 years in the role. A big new chapter. Congratulations.

    I just recorded a short video for you. It’s inside a page I put together; here is the link: leaders.corporatednaconsulting.com/paul-4d8q

    Curious to hear your thoughts.

    Many thanks,
    Guilherme

    Their name What they’ve said in public Their page
  3. 03
    Their page

    A page and a video, made for them

    In your new brand: a short video from G, what stood out about their business, and one ask. Choose how the video is made.

    leaders.corporatednaconsulting.com/paul-4d8qExpand
  4. 04
    A conversation

    One ask, in your words: start a conversation

    30 minutes with G: a considered, confidential point of view, not a sales pitch. It lands in the pipeline in Part 3.

    What they bookFrom their page

    30min

    A conversation with GA considered point of view, not a sales pitch

    • Lands inG's diary
    • Or a replyOn LinkedIn, to G
    • ThenStraight into your pipeline

How we'll know

Measured against your goal: more conversations, and a shorter road to signed.

Leaders contacted
Conversations
Proposals
Signed, and how fast

Video · two ways to run it

A video from G on every page

Both are included. Run one, or both: custom for the leaders you want most, record once for the rest.

  1. 1Paul says yes

    Accepts G’s connection, or replies to an email

    NotificationsJust now

    Paul De Cock accepted your invitation to connect

    or

    Paul De Cock replied to your email

  2. 2G clicks record

    Paul is top of G’s queue

    G’s queue3 to record

    Paul De CockMohawkLinkedIn connection accepted, 09:14

    Record
  3. 3The research is on screen

    What to say, right beside the camera

    Rec 0:52

    Paul De CockCEO from 30 September, Mohawk Industries

    • CEO from 30 September, announced 11 June
    • Succeeds a CEO of 25 years, who stays Chairman
    • A new President for Flooring Rest of the World

    Close with30 minutes with G

  4. 4On their page, and sent

    The video goes on Paul’s page, and the link goes out

    LinkedIn messageSent

    Hi Paul, I recorded a short video for you

    A video from Guilhermeleaders.corporatednaconsulting.com

    On Paul’s page

About 90 seconds a leaderFrom opening Paul’s card to sent

Option ACustom
Option BRecord once
G's time
About 90 seconds a leader, when they say yes
One sitting per segment, then nothing
What they see
A video about them and their business, by name
Their own page and facts, with the segment’s video
Best for
The leaders you want most
Reaching more leaders every week

Part 3 · The follow-up system

Every Conversation Tracked, Nothing Goes Quiet

One pipeline your whole team shares, with your contacts in it from week 1. Shown on Attio as an example.

  1. 01
    One pipeline

    Every deal in one place, filled in for you

    Nobody types a contact in. Everything lands by itself, and a referral or YPO intro is one forwarded email.

    • Stages that match how you sell
    • Value, owner and next step on every deal
    • Where each deal came from, so you see what works

    Americas pipelineExample on Attio

    Conversation 3

    OutreachG
    WebsiteG
    YPOG

    Assessment 2

    ReferralG
    EventG

    Proposal 2

    No reply, 7 daysOutreachG
    ReferralG

    Signed 1

    Top team programmeReferralG

    Flows in by itself:LinkedIn repliesEmailDiaryWebsite formForwarded intros

  2. 02
    Recordings

    Meeting recordings, synced into your CRM

    Each meeting’s recording lands on its deal, for anyone on the team to play back.

    One deal, from first message to meetingSynced for you

    1. MondayAccepted G's connection
    2. MondayWatched G's video on their page
    3. TuesdayBooked a conversation with G
    4. ThursdayThe meeting, recorded

      Conversation with GRecording, 32 min

      On the deal
    5. Any time afterAnyone on the team can play it back
  3. 03
    Reminders

    A nudge before anything goes quiet

    When a next step slips, its owner gets a nudge.

    G's reminders this morningIn his inbox

    Proposal sent 7 days ago, no replyTime to follow up.Open dealSnooze

    Assessment not booked, 5 days after the first meetingOffer two times from G’s diary.Open dealSnooze

    Quiet for 14 days after a good first meetingA good moment to share one of your insight papers.Open dealSnooze

  4. 04
    Your team

    Your whole team, on the same page

    Each region works its own pipeline, and G sees all four. Every lead gets a short read each Monday.

    • Nothing to fill in by hand
    • Tag a colleague on any deal

    Four regions, one pipelineG sees all four

    • AmericasMiamiG
    • UK and EuropeLondon
    • Middle East and North AfricaDubai and Riyadh
    • AsiaSingapore

    A global client's US team wants to talk. The London lead passes it to G, with the history attached.

    MovedStuckNextEvery Monday, per lead

Your data stays yours, on your own CRM account: Attio, or whichever your team prefers.

Timeline

Your contacts first, outreach alongside

Your contactsStraight away

  1. Week 1

    Everyone you know, in one place

    Your Excel, LinkedIn and email, and your team’s contacts, in one pipeline.

  2. Weeks 2 to 4

    Back in touch

    A short note from G to the people who know you, and every reply tracked.

  3. Month 2

    Your team on it

    Each account director working their own contacts, and your website’s form wired in for the launch.

  4. Month 3

    Nothing goes quiet

    Recordings, reminders and the Monday read on every conversation, warm or new.

OutreachBuilt alongside

  1. Week 1

    Set up

    An hour on your buyer, then the scoring built around it.

  2. Weeks 2 to 4

    First leaders in week 2

    Your strongest segment first, with a video from G on every page.

  3. Month 2

    LinkedIn, then email

    Every reply lands in the same pipeline as your contacts.

  4. Month 3

    Scale what works

    More of the signals and sectors that book, and a second region if you want it.

To start

What we need from you

  • An hour on your buyer, to build the scoring around who signs.
  • Your contacts: the Excel, and a list from everyone on the team.
  • G’s LinkedIn, email and diary, connected.
  • Time on camera: 90 seconds a leader, or one sitting per segment.

Terms

$5,000$3,500a month

Everything in this plan, tooling included.

  • Three-month minimum, so first conversations reach a proposal.
  • Both video options: custom, record once, or both.
  • Follow-up for your whole team. Outreach for the Americas, from G’s accounts.

Sources

Where every claim comes from

Every fact on this page and on Paul’s example page, with the websites it came from. Checked on 28 September 2026.

  1. Paul De Cock becomes Mohawk’s CEO and a director on 30 September 2026, announced on 11 June. Jeff Lorberbaum, CEO since January 2001, retires as CEO after 25 years and stays on as Chairman. Paul’s words on the next phase

    Mohawk press release, 11 Jun 2026Mohawk 8-K, 11 Jun 2026

  2. Paul joined Mohawk when it bought Unilin in 2005, has been President and COO since February 2025, and has run Flooring Rest of the World on an interim basis since February 2026

    Mohawk 8-K, 11 Jun 2026Mohawk 8-K, 5 Feb 2026

  3. An Nuyttens joins from Solvay as President of Flooring Rest of the World, effective mid-October

    Mohawk press release, 1 Sep 2026

  4. Nicholas Manthey succeeds James Brunk as Mohawk’s CFO from 1 April 2026, announced on 5 November 2025, and is listed as CFO among Mohawk’s executive officers

    Mohawk press release, 5 Nov 2025Mohawk leadership page

  5. New projects focused on operational simplification, organizational realignment, warehouse consolidation and capacity optimization, most completed by the end of 2027

    Mohawk Q2 2026 results, 30 Jul 2026

  6. Mohawk is the world’s largest flooring manufacturer by annual sales, with operations in Asia, Europe, North America, Oceania and South America and plants in Mexico and Brazil. Net sales of $10,785.4 million in 2025, and approximately 40,500 people at the end of 2025: 15,600 in the US, 13,600 in Europe and 11,300 in other countries. Its leadership development programmes are recognised by Training Magazine

    Mohawk annual report (10-K) for 2025

  7. Listed on the NYSE as MHK, based in Calhoun, Georgia

    SEC: Mohawk Industries filings

  8. The Talent Development Manager role in Calhoun, posted 23 September 2026, and its words on external vendors, trainers and experts, leadership capabilities, coaching and succession planning

    Mohawk careers site

  9. Mohawk’s CHRO left to join Vestis, announced 8 October 2025, and no HR leader is listed among Mohawk’s executive officers

    Vestis press release, 8 Oct 2025Mohawk leadership page

  10. You work with CEOs, CHROs and CLOs, 90% of your work is sponsored by a Chairman or CXO, you’ve spent 19 years advising senior leaders, and Heineken’s programme participants saw a 45% higher promotion rate

    Your new website: home

  11. GSK Mexico: a new General Manager, a cultural integration and a 30% improvement in decision-making agility. Morgan Stanley Technology: 200 Technology Directors, sponsored by the CTO in New York

    Your new website: cases

  12. Delivery across 36 countries

    Your new website: about

  13. Four regions, with offices in Miami, London, Dubai, Riyadh and Singapore

    Your new website: contact

  14. “Start a conversation”, and a considered, confidential point of view, not a sales pitch. The contact form asks for a name, work email, organisation and the leadership challenge

    Your new website: contact

  15. Your insight papers, including “When the Executive Team Changes, the System Changes”

    Your new website: insights

  16. Strong individuals don’t automatically make a strong team. You work with real teams on their real work, and find what is helping and hindering how they perform

    Your new website: high performing teams

  17. Attio syncs email and calendar, records every call, and links each recording to the right record

    attio.com: data and syncingattio.com: call intelligence

leaders.corporatednaconsulting.com/paul-4d8q