tier 1 Separate and dominate
THE FUTURE OF GENERAL MANAGERS IS HERE…
In today’s collegiate and professional sports landscape, the General Manager (GM) plays a pivotal role—responsible for recruiting talent, managing contracts, navigating salary caps, and guiding long-term strategy. However, when the full weight of these critical responsibilities falls on one individual, sustainable success becomes not only difficult—but nearly impossible.
common tier 1 obstacles…
1. Overextended
General Managers are expected to lead across multiple complex domains—finance, scouting, and psychology—yet few have deep expertise in all three. While many excel in one or two, it’s unrealistic to expect mastery in every area. Delegating and collaborating with specialists, especially in performance psychology, isn’t a sign of weakness—it’s a strategic move for sustainable success in a high-performance environment.
2. Crowded Market
Many groups in this space offer surface-level solutions without the educational foundation or real-world experience to back them up. At Ibex, our experts come from the world of high-level sport, performance psychology, and human optimization—bringing applied expertise, not just theory.
3. unaware
Ibex Tactics is the first organizational psychology firm to offer a GM-style service grounded in applied performance and social psychology. This approach doesn’t exist anywhere else—because we built it.
True innovation means forging a new path, and that’s exactly what high-performing organizations are starting to recognize. The only question is: who will lead the movement, and who will follow?
common failed solutions
1. Wrong Recruit
Talent Before Character – Prioritizing skill over substance can inject ego, entitlement, or drama into a high-performing environment—derailing cohesion from the inside.
Cultural Misfit – Even great people can be the wrong fit. If their values and behaviors don’t align with the team’s identity, tension and confusion follow.
Leadership Reflection – Poor alignment in personnel becomes a direct reflection of leadership. It sends a message to current and future talent: this may not be the place for people like them.
2. Follow the Crowd
Second Place by Default – If you’re modeling your strategy after others in your space, you’re not leading—you’re reacting. Imitation locks you into the follower seat.
No Competitive Edge – Innovation doesn’t come from consensus. What works for others may not work for you—and by the time you adopt it, it’s already outdated.
Cultural Stagnation – Copy-paste leadership leads to surface-level change. Without original thinking, you build a culture that’s safe, not special.
3. researching hopeful information
Surface-Level Understanding – Skimming books or listening to podcasts might feel insightful, but it barely scratches the depth needed to drive real change.
False Confidence – A little knowledge can be dangerous—without full context, leaders may apply concepts improperly and actually do more harm than good.
No Substitution for Expertise – Mastery of human performance isn’t a side hobby. It requires deep expertise in neuroscience, motor learning, and social psychology—things you can’t absorb in 30 minutes a day.
Fortunately, we provide tailor-made solutions unique to your organization’s needs & Budget…
1. Immersion
We go beyond surface-level assessments…
After our initial diagnostic, we embed ourselves within the organization—observing, listening, and engaging across all levels. This deep integration gives us real-time insight into the nuances that assessments can’t catch. We then deliver consistent reports to leadership with practical, layered solutions that address both immediate friction points and systemic inefficiencies.
2. culture coaching
This isn’t just executive coaching—it’s department coaching…
We facilitate regular, small-group sessions across departments and hierarchies to align behavior, language, and mission with your culture's core values. This bottom-up and cross-functional approach ensures sustainable change that sticks.
3. Long-term partnership
We build lasting systems…
Tier 1 begins with a 12–24 month engagement, but we intend to become a long-term, trusted partner. We offer exclusivity within your industry and implement a non-compete agreement to protect the uniqueness of our work together. Because of our high-touch model, we only take on a limited number of Tier 1 organizations to preserve quality and depth.
Here is What You Can Expect From The tier 1 Client Experience…
1. onboarding call (Week 1)
We start with a 60-minute strategy session with leadership to identify your most pressing challenges and assess your current understanding of the four cultural pillars. This helps us tailor the next several months for maximum impact. Clients that have already completed Tier 3 & 2 will have a continuation call where we review progress from Tier 3 & 2 and where we need to shift our focus as we transition to Tier 1.
2. Assessment & Strategy (Months 1-2)
We conduct a comprehensive assessment doing a deep dive into current performance, team dynamics, and cultural health. This assessment is done utilizing a hybrid approach through virtual calls and onsite meetings. We create custom roadmaps that provide tailored strategies for talent acquisition, team alignment, and leadership development.
3. Culture Performance & Optimization (Months 2-12)
We administer weekly systems that provide regular sessions to embed and refine high-performance systems and strategies. Clients receive Ongoing Support reviewing the continuous development of leadership, team chemistry, and cultural alignment
Why Tier 1 Service Delivery works for your organization…
1. stress test
We’re not here to just agree with everything. In Tier 1, we apply intentional friction to your leadership and organizational structure, challenging the status quo and questioning decisions. This process opens new avenues for solutions or reinforces existing methods as foundational pillars. Done correctly, pressure doesn’t break—it builds. Just like a muscle, stress makes you stronger, ensuring that when your competitors apply pressure, you’re ready.
2. acquisition
Finding top talent is important, but ensuring cultural alignment is key. We help you create a system to assess cultural fit, reducing the risk of hiring individuals who, despite strong character, don’t mesh with your team. This approach ensures everyone contributes to long-term success.
3. retention
When your organization isn’t just successful but also a place people genuinely love, talent stays. A strong, supportive culture makes top performers want to stay, even when outside offers come knocking. By fostering an environment where people feel valued, challenged, and connected, you ensure that your best talent doesn’t just stay—they thrive.
Explore The “Before & After” Effects Of Ibex Tactics Tier 1 Services!
APPLY FOR TO GET ON THE TIER 1 SERVICE WAITLIST!
Due to the intense nature of Tier 1 services, and high demand from clients, we have a waitlist for organizations interested in leveling up from Tier 2. Submit your application to receive a confirmation email that you are on the list! Wait times can range between 6 months to 1 year.