Visionary leaders stuck in operational chaos…

How to Build a Team That Takes Full Ownership and Consistently Delivers Your Revenue Targets With This “KPI & Alignment System”

If You're Running ₹20Cr+ and Losing 2–5% EBITDA to Execution Gaps — Where Sales Blames Ops, Finance Stalls Approvals, and You're Firefighting 15 Hours/Week — This KPI System Closes Those Gaps and Recovers That Margin in 90 Days.

Dear CEO/Founder,

If you're managing ₹20Cr+ in revenue but spending 12–15 hours every week resolving cross-functional blame games — where sales blames procurement for stock-outs, finance holds up credit limits, and nothing moves unless you push it…

… Understand that this isn’t happening because you hired the wrong people or failed to communicate clearly.

You've built something great with your vision and hard work. The real issue is that your KPI system wasn't built to cascade authority, not just goals.

Most alignment frameworks break down once your organisation becomes multi-layered. OKRs cascade targets but not decision-making power.

Dashboards show data but don't drive ownership. Managers escalate instead of owning. You're left firefighting while 2–5% EBITDA leaks out every quarter through execution gaps.

These factors have kept you stuck as the bottleneck – burned out, buried in operations, and unable to step away without watching progress stall.

If your goal is to build a company where teams take decisions independently, and the only thing blocking it is the absence of a practical ownership system – then it’s time for something different.

I want to share the exact system that gets ALL your departments executing in sync without chasing them down every week…

And not just a synced team… but a visible weekly shift – fewer escalations, managers taking responsibility without reminders, and KPIs that actually influence day-to-day decisions across your org.

And you achieve this without hiring more middle managers or overhauling your tech stack – within a single quarter.

But here’s where things get real…

When KPI ownership shifts from you to your managers, you eliminate the biggest execution leak inside mid-size Indian orgs – the gap between what gets decided and what actually gets done.

For example - your sales head knows the target, but when procurement delays vendor approvals or finance holds up credit limits, nobody owns the fix. Revenue slips and you have to step in.

That's where 2–5% EBITDA gets recovered within a few quarters – by closing the accountability gaps that silently drain performance.

And it works even with hierarchy, politics, and cross-functional dependencies – so your weekly meetings shift from firefighting to actual strategic progress reviews.

This is where Able Ventures comes in.

My name is Dinesh Rajesh, and my company Able Ventures will help you build an org that runs without daily intervention by deploying our KPI Alignment and Growth Framework…

Here's what makes this different from OKRs, dashboards, and quarterly offsites that collapse under complexity: Our framework ties every KPI to a single decision-maker with full authority to resolve blockers.

Your sales head doesn't just own revenue -- they own the authority to escalate procurement delays or push finance approvals through defined thresholds. When authority cascades with metrics, execution gaps close without your intervention.

… So not only will I get you out of daily firefights… BUT you’ll be walking into leadership meetings surprised by progress, seeing managers take full ownership, and finally scaling your business without being the bottleneck.

"Able Ventures took us out of chaos. Our KPIs finally reflected real growth drivers, not random numbers. The clarity we got helped us move faster, act smarter, and steer the company without second-guessing. This shifted our entire execution game."

- Mr. Sanjay Deora, CEO, Nandan Terry Limited

Here’s an overview of my system:

Here’s an overview

of my system:

We deploy the KPI Alignment and Growth Framework for you…
Then we run a full ALIGN phase – where we analyze your current goals, team structure, and KPIs
You finally see exactly why your company isn’t scaling as one unit – and which metrics are holding you back
Next, we ARCHITECT a new KPI structure tied directly to business outcomes like margins, growth, and efficiency

Managers now know exactly what they own – and what success looks like – so they stop escalating every decision up the chain
Then we ACCELERATE execution by installing review rhythms, dashboards, and communication routines
You get predictable weekly reviews, faster decisions, and consistent forward movement – without you repeating yourself in every meeting

CASE STUDY 1: How a ₹50Cr+ Textile Manufacturer Cut Firefighting by 80% and Aligned 14 Departments in Just 90 Days

A leading textile manufacturer came when the production kept missing deadlines.

Sales blamed procurement. Finance stalled credit approvals. And the CEO was burning 15-20+ hours every week cleaning up cross-functional messes. KPIs existed – but nobody understood them. Monthly reviews were pure blame games.

We rebuilt their entire KPI engine. We created CEO-level KPIs tied to revenue and margins, cascaded them into 14 department scorecards, and got every HOD to sign off on crystal-clear measurement criteria. Then we installed monthly scorecards and review rhythms that exposed blockers instantly.

In 90 days, firefighting dropped to 2–3 hours a week. Escalations vanished. Teams started collaborating instead of blaming. Reviews turned into root-cause problem-solving. And the company unlocked lakhs worth of productive hours – without the CEO’s involvement.

I’ve seen what happens when CEOs try to scale mid-size companies without a real alignment system… and especially when they rely on bloated dashboards that collapse under complexity…

Goals break down because priorities shift weekly and managers aren’t trained to translate OKRs into daily execution.
Dashboards show data but don’t drive behavior because numbers aren’t tied to ownership, consequences, or authority.
Hiring more middle managers only increases payroll, because most end up forwarding problems upward instead of taking decisions.
Quarterly planning offsites create alignment for a few days, but fall apart once cross-functional conflicts and shifting founder priorities hit.

Better communication tools don’t fix misalignment, because the real problem isn’t messaging - it’s departments chasing different KPIs.
You’re promised accountability but get more meetings instead, because without KPI-linked ownership, reviews become reporting rituals and not execution drivers.
You’re promised accountability but get more meetings instead of actual execution gains

And the reason for that is…

These older frameworks weren’t built for mid-size companies with layered structures – they require constant hand-holding, collapse under complexity, and force YOU to stay involved or watch things fall apart…

Hence, you need to

install a performance

system that drives

alignment across

every department.

Which is why you need to install a performance system that drives alignment across every department.

Here’s how it works step by step:

Here’s how it works

step by step:

THE ALIGNMENT AUDIT

We uncover where teams are

misfiring and why execution

keeps stalling

We figure out where things break down and why work isn't moving forward

● We map your current KPIs to strategic goals – exposing execution leaks you didn’t realise were costing multiple crores.

● We identify where priorities conflict between departments – resulting in immediate clarity on what matters most and who owns what

Here's what will be uncomfortable initially: Your senior managers will need to face data they've been avoiding. Some will resist transparency. But this is exactly why the system works – it surfaces problems your org has been navigating around.

KPI ARCHITECTURE

We build a custom

KPI system linked directly

to outcomes

We build a custom KPI system linked directly to outcomes

● We replace bloated dashboards with “actionable metrics” that drive daily behavior – and so, you will get a team that knows exactly what success looks like

● We create accountability maps for every manager – that’s why, what you see is ownership rising and escalations dropping fast.

Here's what your managers will resist: Being held to numbers instead of narratives. In Indian orgs, relationships often trump metrics. We work with that reality – but add structure that makes performance visible without destroying trust.

EXECUTION ENGINE

We set up weekly reviews that actually work as you grow

We implement weekly

reviews and performance

rhythms that scale

● We train leaders to use data – not gut feel – to drive execution and that’s why you walk into meetings surprised by progress instead of babysitting projects

● We build cross-functional sync routines – this ultimately results in departments working together instead of pulling in different directions

Here's why this works even in Indian orgs with politics: We don't eliminate politics – we channel it. When everyone sees the same scoreboard, competition becomes productive. Silos start collaborating because their KPIs demand it.

OWNERSHIP ANCHORING

We tie KPIs to appraisals, promotions, and compensation

We tie KPIs to appraisals,

promotions, and compensation

● We hardwire accountability into your culture – and that’s why you stop being the glue holding everything together

● Your role drops from 12 to 15 hours a week of escalation work to 2–3 hours of strategic oversight – because teams finally own outcomes end-to-end.

CASE STUDY 2: How a Fertilizer & Biostimulants Company Streamlined 40+ KPIs Into 5–7 High-Impact Metrics Per Role

Org was expanding into new zones, but execution kept collapsing. They had 40+ scattered KPIs, shifting targets, and little alignment. Quarterly reviews turned into opinion fights. Sales blamed Ops for stock-outs, Ops blamed R&D for delays, and leadership had no objective data to drive decisions.

We rebuilt their KPI system using industry benchmarks, cutting role KPIs down to 5–7 measurable metrics tied directly to strategic priorities – margin improvement, product innovation, and geographic expansion. Every KPI received a quantified formula, owner, data source, and sign-off. We then integrated it into their PMS, automating reviews and scorecards.

Within weeks, review time dropped by 40%, cross-functional conflicts reduced sharply due to joint metrics, and teams finally understood how daily activities drove company goals. Execution became objective, transparent, and fast.

ARE YOU READY TO

Build a Self-Managing

Company, Create a

Culture of KPI-Driven

Accountability & Hit Your

Strategic Targets Faster…

ARE YOU READY TO Build a Self-Managing Company, Create a Culture of KPI-Driven Accountability & Hit Your Strategic Targets Faster…

You don’t have to overhaul tools, org charts, or teams…
We build all systems, all processes, and everything for you so you don’t have to worry about figuring this out yourself…
You just sit back and watch your teams hit strategic goals without chasing them down or stepping into every decision…

"For the first time, performance became objective and transparent. Able Ventures helped us see exactly who’s driving results and where gaps are hiding. No noise. No guesswork. Just clean visibility that lets us focus on what grows the business."

- Nikhil Mathew, Director & CEO, Varya Tech Pvt. Ltd.

Walk Into Leadership Meetings Surprised by

Progress You Didn’t Have to Push

Walk Into Leadership

Meetings Surprised by

Progress You Didn’t

Have to Push

Every department stays aligned and you see exactly what's happening in real-time
Your leadership team owns outcomes, not activities – creating measurable progress every week
This gives you strategic freedom as CEO – the ability to focus on vision instead of operations
You see visible traction on growth goals without chasing updates
Decision bottlenecks reduce across departments
Teams move fast without waiting for your input on every decision

So here’s a RECAP of everything you’re getting…

So here’s a RECAP of

everything you’re getting…

You uncover exactly where your teams are misaligned and which KPIs are blocking progress
This happens in one focused diagnostic session analyzing your goals, org structure, and performance metrics
You get function-level KPIs tied directly to revenue, margins, and efficiency
Every department aligns around select few outcome-driving KPIs that actually move the needle
You'll finally see why execution stalls even with smart people – and fix the root cause
Your managers stop escalating every decision and start owning outcomes – because they know exactly what they're responsible for and how success is measured
Leadership meetings turn into high-impact strategy sessions using a weekly review rhythm that drives clarity and accountability – without micromanagement
You reclaim time for visionary growth, walk into meetings surprised by progress, and scale without chaos or burnout

CASE STUDY 3: How a Maritime & Oceanography Firm Fixed Broken Roles, Created 20+ Crystal-Clear JDs & Installed Measurable KPIs in 45 Days

Management approached us with a serious execution gap. Their job descriptions were vague, outdated, and unusable for hiring — and 0% of roles had measurable KPIs. Managers couldn’t evaluate performance, HR couldn’t hire accurately, and employees had no clarity on expectations.

We conducted role-wise analysis across the org, interviewing role holders and managers to map responsibilities, decision authority, and skill requirements. From this, we created 20+ fully detailed, audit-ready Job Descriptions and built 5–7 quantified KPIs per role with rating scales, measurement criteria, and ownership. Each KPI was tied directly to business goals.

In 45 days, the hiring accuracy improved, performance reviews became objective, and managers finally had measurable standards to drive accountability. This resulted in a complete JD–KPI system that eliminated guesswork and aligned every role to organisational outcomes.

Build a company that runs without you – by aligning every department around select few KPIs that unlock thousands of hours in productivity, recover 2–5% in EBITDA, and free you from almost all day-to-day operational decisions.

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