The Organizations That Thrive Through Disruption Don't Wait for the Future. They Build for It.
The Organizations That Thrive Through Disruption Don't Wait for the Future. They Build for It.
Change will come. Markets shift. Technology accelerates. Expectations evolve. The strongest organizations don’t simply react — their leaders stay ready to see sooner, adapt faster, and move their people forward with clarity.
Change will come. Markets shift. Technology accelerates. Expectations evolve. The strongest organizations don’t simply react — their leaders stay ready to see sooner, adapt faster, and move their people forward with clarity.
Evolve Advisory Group helps organizations build the leadership capacity to turn disruption into advantage.
Evolve Advisory Group helps organizations build the leadership capacity to turn disruption into advantage.
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CONFIDENTIAL. STRATEGIC. NO OBLIGATION.
CONFIDENTIAL. STRATEGIC. NO OBLIGATION.
YEARS OF COMBINED EXPERIENCE
YEARS OF COMBINED EXPERIENCE
YEARS OF COMBINED EXPERIENCE
SENIOR ADVISORS
SENIOR ADVISORS
SENIOR ADVISORS
SHARED MISSION
SHARED MISSION
SHARED MISSION
120+ YEARS.
THREE SENIOR ADVISORS.
Evolve Advisory Group brings together senior leaders with decades of experience building businesses, leading people, navigating transformation, and advising executives through consequential moments.
Our perspective isn’t built from theory alone. It’s built from experience inside the room.
120+ YEARS.
THREE SENIOR ADVISORS.
Evolve Advisory Group brings together senior leaders with decades of experience building businesses, leading people, navigating transformation, and advising executives through consequential moments.
Our perspective isn’t built from theory alone. It’s built from experience inside the room.
CRAIG BRUCE
CRAIG BRUCE
Founder & Senior Executive Advisor
More than two decades of global consulting experience advising senior executives across industries and continents. Craig rose to Partner at a $3.5 billion consulting firm before founding Evolve Advisory Group in 2015.
More than two decades of global consulting experience advising senior executives across industries and continents. Craig rose to Partner at a $3.5 billion consulting firm before founding Evolve Advisory Group in 2015.
A bestselling author and international speaker, he now advises founders, C-suite leaders, boards, and leadership teams navigating consequential moments of growth, transformation, and change.
A bestselling author and international speaker, he now advises founders, C-suite leaders, boards, and leadership teams navigating consequential moments of growth, transformation, and change.
ANGELA HUNTSMAN
ANGELA HUNTSMAN
I/O Psychologist & Executive Advisor
Angela brings decades of experience at the intersection of psychology, leadership, and organizational performance. She has led Humanyen since 2000, helping organizations uncover the human and operational dynamics influencing performance.
Angela brings decades of experience at the intersection of psychology, leadership, and organizational performance. She has led Humanyen since 2000, helping organizations uncover the human and operational dynamics influencing performance.
With advanced study in human learning and brain plasticity at UCLA, she combines behavioral science with a systems perspective to identify root causes and strengthen leaders, teams, and organizations.
With advanced study in human learning and brain plasticity at UCLA, she combines behavioral science with a systems perspective to identify root causes and strengthen leaders, teams, and organizations.
FRANK BELMONTE
FRANK BELMONTE
Board & Executive Advisor | Former Aon Senior Partner
Across 41 years with Hewitt and Aon, Frank built a $100M practice, led approximately 100 consultants, managed substantial P&L responsibility, and became Partner within ten years.
Across 41 years with Hewitt and Aon, Frank built a $100M practice, led approximately 100 consultants, managed substantial P&L responsibility, and became Partner within ten years.
Today, he advises executives and organizations navigating complexity and transformation, bringing decades of experience building businesses, developing high-performing teams, and leading through consequential change.
Today, he advises executives and organizations navigating complexity and transformation, bringing decades of experience building businesses, developing high-performing teams, and leading through consequential change.
A capable executive starts second-guessing decisions.
A capable executive starts second-guessing decisions.
A capable executive starts second-guessing decisions.
A once-aligned leadership team begins operating in silos.
A once-aligned leadership team begins operating in silos.
A once-aligned leadership team begins operating in silos.
The Leadership Problem You Can See Usually Isn’t the Real Problem.
The Leadership Problem You Can See Usually Isn’t the Real Problem.
The Leadership Problem You Can See Usually Isn’t the Real Problem.
Trust erodes. Communication slows. Change gets harder. Your strongest people compensate by working longer and carrying more.
Trust erodes. Communication slows. Change gets harder. Your strongest people compensate by working longer and carrying more.
Trust erodes. Communication slows. Change gets harder. Your strongest people compensate by working longer and carrying more.
Eventually, what looks like a performance problem becomes a people problem.
Eventually, what looks like a performance problem becomes a people problem.
Eventually, what looks like a performance problem becomes a people problem.
But the people may never have been the problem.
But the people may never have been the problem.
But the people may never have been the problem.
Most leadership development focuses on improving individual skills. We look deeper.
Most leadership development focuses on improving individual skills. We look deeper.
Most leadership development focuses on improving individual skills. We look deeper.
Because under sustained pressure, organizations rarely break all at once. A critical leadership process begins failing first — and the effects cascade from there.
Because under sustained pressure, organizations rarely break all at once. A critical leadership process begins failing first — and the effects cascade from there.
of leaders report increased stress.
of leaders report increased stress.
of leaders report increased stress.
do not fully trust their manager to do what’s right.
do not fully trust their manager to do what’s right.
do not fully trust their manager to do what’s right.
have considered leaving leadership roles.
have considered leaving leadership roles.
have considered leaving leadership roles.
Source: 2025 DDI Global Leadership Forecast / McKinsey
Source: 2025 DDI Global Leadership Forecast / McKinsey
These aren't simply engagement problems.
These aren't simply engagement problems.
These aren't simply engagement problems.
They're signals that the leadership operating system is under strain.
They're signals that the leadership operating system is under strain.
They're signals that the leadership operating system is under strain.
Find What Breaks First.
Find What Breaks First.
Find What Breaks First.
Our proprietary 3i Blueprint™ helps organizations identify where leadership performance begins to deteriorate under pressure.
I
I
I
INSIGHT
INSIGHT
See wider. Spot sooner. Stay steady.
II
II
II
INFLUENCE
INFLUENCE
Build connection. Sustain trust. Create clarity.
III
III
III
INFRASTRUCTURE
INFRASTRUCTURE
Anticipate disruption. Sustain performance. Design for advantage.
We identify where the cascade begins so you can address the cause — not keep treating the symptoms.
Find What Breaks First.
Find What Breaks First.
Find What Breaks First.
We Don't Start With a Program. We Start With the Problem.
We Don't Start With a Program. We Start With the Problem.
1. DIAGNOSE
1. DIAGNOSE
Uncover what's breaking.
1. DIAGNOSE
Uncover what's breaking.
2. DEFINE
2. DEFINE
Clarify what needs to change.
2. DEFINE
Clarify what needs to change.
3. DESIGN
3. DESIGN
Build the right intervention.
3. DESIGN
Build the right intervention.
4. EVOLVE
4. EVOLVE
Strengthen leaders and systems.
4. EVOLVE
Strengthen leaders and systems.
Because the goal isn't dependence on an advisor.
Because the goal isn't dependence on an advisor.
It's stronger leaders and stronger systems.
It's stronger leaders and stronger systems.
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WHAT WE DO
WHO WE SERVE
WHAT WE DO
Leadership Development Intensives
Executive Advisory & Coaching
Organizational Resilience Planning
Real-Time Disruption Labs
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WHO WE SERVE
C-Suite & Executive Teams
HR & People Leaders
Operations Leaders
Organizations Navigating Transformation
SCHEDULE A CONVERSATION
WHAT WE DO
WHO WE SERVE
WHAT WE DO
Leadership Development Intensives
Executive Advisory & Coaching
Organizational Resilience Planning
Real-Time Disruption Labs
SCHEDULE A CONVERSATION
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Manager at Company
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Manager at Company
The Conversations Leaders Need Before the Next Disruption.
The Conversations Leaders Need Before the Next Disruption.
The Conversations Leaders Need Before the Next Disruption.
Leadership gets complicated long before it becomes a case study.
Leadership gets complicated long before it becomes a case study.
Join Craig Bruce, Frank Belmonte, and Angela Huntsman for candid conversations about leadership, transformation, trust, decision-making, and what it takes to lead when the playbook stops working.
Join Craig Bruce, Frank Belmonte, and Angela Huntsman for candid conversations about leadership, transformation, trust, decision-making, and what it takes to lead when the playbook stops working.
YouTube
WATCH ON YOUTUBE
WATCH ON YOUTUBE
Insight.
Insight.
Influence.
Influence.
Infrastructure.
Infrastructure.
Ready to Build What's Next?
Ready to Build What's Next?
Ready to Build What's Next?
Discover how Disruptive Leadership 360™ can strengthen your leaders, systems, and organization for whatever comes next.
Discover how Disruptive Leadership 360™ can strengthen your leaders, systems, and organization for whatever comes next.
SCHEDULE A CONVERSATION
SCHEDULE A CONVERSATION
© All rights reserved
© All rights reserved