I am Marcus Gong. I work as a management consultant across several companies at once, and I lead the AI Activation Center at Gainge Consulting Group. I hold a master’s in Decision Making and Applied Analytics from Minerva University. What I am after is straightforward: organizations that are more fun and higher-performing at the same time.
Those two are not a trade-off. They come from the same lever, and the lever is not the people. It is the setup they stand in.
What I work on
I work on the setup. In practice, five things.
- Roles and ownership. Who owns an outcome, by name. Where work goes to sit when three people are responsible and none of them is.
- Decision rights. Which calls still need you, and which ones stopped needing you a year ago without anyone saying so.
- What counts as the goal. Whether the number on the wall is the number people actually work toward, and whether hitting it means the company won.
- How feedback reaches people. Whether someone learns they are off track in three days or at the annual review.
- The meeting rhythm on top. The weekly and monthly cadence that either carries the first four or quietly buries them.
When those are built well, people get ownership, clarity and progress. That is what a team calls fun and what shows up later as performance. So I would rather change the setup than change the people.
Who this is for
Founders and CEOs of growing companies, past the point where everyone fits in one room. You care about performance, and something has started to creak: decisions slow down, strong people repeat themselves, the same problem returns each quarter under a new name.
Who this is not for
If you have already decided the problem is one person and you want a second opinion that supports removing them, I am the wrong call. Same if what you want is a culture programme, an offsite, or a report to file. And if the setup is yours to change but you would rather it stayed as it is, nothing I do will hold.
What working together looks like
It starts with a conversation, not a proposal. I want to hear what is creaking, and to see how one real decision moved through the company last month. Then I look at the setup up close: how work is assigned, how goals were set, what the last few months of meetings produced. We pick the two or three parts worth changing first, and change them with your team in the room rather than in a document handed over at the end. I stay long enough to see whether the change held. I scope after I understand the problem, so there is no standard package to show you.
The engagements themselves run through Gainge Consulting Group, where I lead the AI Activation Center. So a conversation that starts here does not end with just me: it brings a firm behind it.
Getting in touch
There is no form here. The way in is the letter. Subscribe, then reply to any issue that lands. Replies come straight to me. Tell me what is creaking and what you have already tried. Short is fine.