VISTAGE SPEAKER            TALENT ARCHITECT              EXECUTIVE CONSULTANT            TEAM DYNAMICS

I'm Traci Duez, a Talent Architect who uses mathematical analytics—not gut feelings—to expose the hidden patterns that keep growth-stage companies stuck. 

You've built a dependency factory.

It worked. It got you to $25M, maybe $50M. Your speed, your problem-solving, your ability to outthink everyone in the room—that's what created your success.

But now it's what's limiting it.

Your team waits for your brain. Decisions bottleneck at you. Smart people, but not enough independent thinking. Growth is slowing because it depends on your capacity, not your team's capability.

What you actually need is a capability engine—a system where your team thinks, decides, and executes without you. And the architecture that got you here? It won't get you there.

While others offer leadership training and personality tests, I bring formal axiology and proprietary tools, such as the VQ Profile and Discovery Process®, to measure what actually drives performance: how your people make value judgments under pressure.

For 19 years, I've been helping growth-stage CEOs redesign how their teams operate—using mathematical human analytics, not motivational speeches. I don't optimize what exists. I architect what should exist.

Let's fix the system.

You're working harder than ever. 

Your team is waiting on you. 

Decisions bottleneck at the top. 

Smart people, but not enough independent thinking. 

So, what's actually happening? The system that got you to $15M is breaking at $50M. 

Every strength you optimized for one stage becomes a limitation in the next. 

You don't have a people problem. You have a design problem—and you built it yourself by being good at your job. 

This talk/workshop reveals the three dependency loops (Speed, Safety, Certainty) that trap growth-stage CEOs and shows the mathematical difference between dependency factories and capability engines.

You'll learn: Why your team looks up instead of out or across for decisions, how to identify which dependencies are structural vs. behavioral, and the elimination framework that decouples growth from your personal capacity.

Your company can't outgrow your leadership operating system. 

Most CEOs are still running leadership patterns designed for 30 people when they have or need 300 to reach their goals. 

This isn't about working harder or delegating better—it's about architecting a new decision structure where capability compounds on its own. 

Using mathematical human analytics (NOT personality tests), this talk/workshop maps how high-performing teams shift 

- from reactive problem-solving to intentional design, 

- from waiting for permission to co-elevating each other horizontally.

You'll learn: The TEAR Model for predictable leadership behavior, how BE × DO = HAVE drives decision architecture at scale, and why "teamship" (not just leadership) determines whether your next growth stage works or breaks.

Growth requires elimination not just optimization. 

Most leaders are trying to improve what already is instead of designing and creating what should be. 

This talk/workshop introduces Future-State Talent Architecture—a framework for CEOs who need their teams to execute 3 years ahead of the current operating model. 

You'll see how mathematical assessments (VQ Profile, CCR3 Discovery Process®) reveal cognitive patterns, blind spots, and value misalignments invisible to traditional hiring and development approaches—and how intentional design creates compounding capability instead of incremental improvement.

You'll learn: How to assess for future-state thinking, not past performance; the Strategic Elimination sequence that clears constraints before building new systems; and why your growth should depend on how well your team thinks, not how available you are.

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