Science x Branding x Differentiation = [LOADING... come back tomorrow]

👋 👋 Hello!

You're on my profile, so here's a bit about me 👇👇

What I do is simple: 

I help businesses make smarter decisions by understanding how people *actually* behave—not how we *wish* they would.

This might surprise you: 

Most branding agencies build beautiful art projects with your money. They celebrate Instagram likes while your sales stay flat. They spend weeks debating colors instead of focusing on what makes you special in the market. They take your key business & brand foundations and bury them beneath "vibes." They sacrifice data, research, and consumer psychology in favor of "what feels right." It's a total sh*tshow.

As co-founder of Graewolves, I created something different. We specialize in research-backed branding and marketing. We help businesses stand out and make more money through a simple 3-step process:

1️⃣ We find your unique sweet spot where competitors can't follow you (your "Category of One")
2️⃣ We discover exactly where your potential customers get stuck or hesitant when trying to buy
3️⃣ We fix those sticking points through branding, marketing, and behavioral science (the psychology behind how people actually make decisions)

What happens next? 

Our clients see up to 800% ROI within 12 months. Not because we made their logo prettier, but because we made their business work better. Through scientific thinking + principles, applied to business. 

Think about it: 

When was the last time a branding agency showed you the clear connection between their work and your actual revenue? That's exactly what we do. No smoke and mirrors—just results you can measure. 

A clear upward trend for your business 📈

My background brings together PhD-level research with real-world experience leading 100+ B2B transformations for high-ticket coaches, consultancies and agencies. Fun fact: I’ve also been a Nationally-ranked powerlifter and trained 50+ Olympic athletes (a dozen Olympic medalists!) to perform at their best. This unique blend of business, research, art, science and ambition… is what fuels all my work. 

Yes, our approach costs more than typical branding—not because we're "premium" (honestly, that word means nothing anymore), but because we do the deep research work that every other agency skips.

✅ We’ve (re)built 100+ brands & businesses.
✅ Increased their revenue up to 3x. 
✅ Gained up to 7x higher ROI on every marketing dollar they spend. 

We only work with a handful of new clients each quarter.

Want your branding & marketing to bring you clients 24/7/365? 

Let's talk.

Jason Dellatolla, PhD(c)

Skipping market research to "save money" is the most expensive business shortcut you can take.

- Your website launches with weak positioning. 
- Your marketing inherits that weakness. 
- Sales can't articulate differentiation. 
- Outreach falls flat from generic messaging.
- Lead gen struggles or attracts poor-fit prospects. 

Twelve months later, you're rebuilding everything at 3x the cost.

(That sucks.)

Research transforms a website from "professionally designed" to "this brand/company is only logical choice for me."

And that foundation makes everything else actually work.

Build it right once. Or pay to rebuild it three times.

Your call.


* * * * * 

Position yourself to lead the pack. 
#LikeAWolf 🐺

Marketing for high-ticket executive coaches, consulting firms & B2B agencies | Research-backed branding & marketing systems | 10+ years psychology | 100+ B2B transformations | $50K-$100K funnels

The offer that attracted your best clients is the offer that will attract more of them. 

For the vast majority of high-ticket coaches and consultants 👇👇 

Trying to broaden appeal and expand into new markets with new offers doesn't increase your revenue. Instead, it fragments trust (and sales) by making your expertise seem less specific. And less proven per slice of the pie. 

Consider this as another lens through which to explore the "Do I niche down or not?" question for your business. 

Ask yourself: 

1. Who do I serve best?
2. Why am I not serving them more?



P.S. - Should I make a video about this??

It took me over 30 years to realize this: 

No matter how many lasagnas you stack on top of each other... ultimately it always ends up as just one... lasagna.

Every executive coach and consulting firm we work with is selling into the same buyer psychology. Here's how we help them do it better than their competitors: 

- Doesn't matter if your offer is $25K or $250K.
- Doesn't matter if you're selling to CEOs, VPs, or department heads.

The buyer's internal experience is remarkably consistent—and most firms overlook it in their branding and marketing materials.

After each discovery call, your prospects are imagining two futures: one where they hire you and it goes brilliantly, and one where they hire you and have to explain to their peers/board why it didn't.

The 2nd scenario carries more psychological weight. Always.

Daniel Kahneman's loss aversion research quantified this decades ago—losses feel roughly twice as painful as equivalent gains feel good. Your $25K coaching engagement isn't only competing against "losing $25K." It's also competing against the emotional weight of a critical decision gone wrong.

This is why prospects who seemed completely sold go quiet after the call. The enthusiasm was real. So was the fear that followed.

Robert Cialdini's work on social proof explains the next layer. High-ticket buyers don't just want evidence you're good. They want evidence you've done this exact thing for someone in the same role and industry as them. The closer the match, the safer the mental leap - and the subsequent buy-in. 

And then there's what researchers call identity-protective cognition—the tendency for people to evaluate information through the lens of "what does choosing this say about me?" 

A senior executive hiring an executive coach is making a statement about their leadership, their self-awareness, their judgment. That's a lot of weight sitting on your positioning. 

So practically, what does this mean?

Your prospect needs 3 things before investing at the $25K-$50K level:

1️⃣ They need to see themselves in your existing client work. Not vague "leaders in transition" language—specific contexts that mirror their situation closely enough to feel genuinely relevant.

2️⃣ Second, they need language they can use to sell you internally. The decision rarely ends with one person. Give them the framing, the outcomes, the logic. Make the internal pitch easy. Make them look good. 

3️⃣ Third, they need a lower-stakes entry point that builds confidence before the full commitment. A diagnostic. A defined first engagement. Something that lets them experience your quality of thinking before betting their credibility on it.

The coaches and consultants closing $25K-$50K deals are the ones who have built the infrastructure that makes saying "yes" feel safe.

Buyer psychology doesn't change because your offer is "premium."

It just intensifies.



------

At Graewolves, we provide research-backed branding and marketing that converts traffic into pre-sold prospects. If you'd like to learn more about how this approach applies to your coaching/consulting business, shoot me a DM.

#LikeAWolf 🐺

Prospect: "What does your PhD have to do with our marketing results?"

Glad you asked. Here's how:

If you’re running an established business, "I need more leads" is almost never the 𝘢𝘤𝘵𝘶𝘢𝘭 problem. Here's why: 

More leads from a flawed foundation means more unqualified conversations. More time on discovery calls with prospects who aren't problem-aware, aren't budget-qualified, and aren't ready to make a decision at your price point. More proposals sent into silence. More follow-up cycles that go nowhere. The pipeline looks busy. The revenue doesn't move.

After developing branding & marketing systems for 100+ coaching/consulting firms, we’ve learned that it almost always stems from one of three things: 

1- Unclear positioning that attracts the wrong buyers
2- Messaging/marketing that doesn't speak to the specific pain they feel
3- An absence of pre-qualification infrastructure that filters out the noise before it reaches your calendar. 

Fix any of those, and the lead volume problem resolves itself — because the leads you have start converting at rates that make volume a secondary concern.

And if you’ve spent $25K-$50K on agencies that burned you before... 

It’s because they produced volume without conversion, activity without revenue, and a pipeline full of people who were never going to buy from you in the first place.


* * * * 

For high-ticket coaches and consulting firms, the question before "how do I get more people into the funnel?" It's "will my funnel convert the right people at the rate it should?" (That's the type of questions we ask at Graewolves.)

If the answer is no, more leads will cost you more time, more energy, and more money producing the same disappointing result. Fix the foundation. Then scale what works. 

#LikeAWolf 🐺

Kate Moss's infamous quote — "nothing tastes as good as skinny feels" — is a crude but accurate articulation of how future-state visualization competes with present-state desire.

Think about how this applies to your branding.
Think about how this applies to your marketing.
Think about how this applies to your business.

Once you crack the code, business revenue will increase almost overnight. 


________________

Not sure how? Shoot me a DM. I'll explain how we do this work for high-ticket coaching and consulting firms at Graewolves 🐺.

KAS Concepts

KAS Concepts supports leaders to strategically align learning to drive organizational growth.

Whether building a learning strategy, lining out training processes or standing up training teams, KAS can guide you through the process. 

KAS also exists to support the trainer's themselves to design, develop and deliver training that doesn't suck through it's line of No Boring Training products & services.

Founder

igus Inc.

Created and built out first ever learning & development department and processes for North American operations supporting 500+ colleagues across all disciplines in the organization 

Key Accomplishments
* Aligned learning to business strategy to implement customized learning approaches tied to business outcomes
* Led team organizing end user training of new enterprise software roll out to 300 plus users to increase adoption rates and reduce learning curve of new system 
* Created and implemented job skills training program for sales teams that lead to reduce ramp time for new sales team members 
* Created and delivered leadership development training series with customized in-person workshops, micro-video channel and self-study content to increase retention across the org   
* Created and delivered professional development training series to support continued growth of team members in areas such as interviewing skills and bias 
* Pioneered introduction of micro-learning video content of high cadence targeted trainings that have been adopted by the worldwide organization to fuel self and classroom study options 
* Led introduction of customer service new hire training program to standardize processes & training across teams, reduce order entry errors and increase customer satisfaction 
* Led creation and launch of new onboarding program for office and production team members  

Responsibilities Leading L&D Team 
•	Design, development and deliver of new hire job skills training programs across all divisions 
•	Design & implement comprehensive ongoing training programs to support talent retention 
•	Design, implement, deliver topic specific training workshops to address emergent needs
•	Create, manage and deploy self-study options via e-learning and micro-video platforms 
•	Coordinate with overseas headquarters to synchronize training, share ideas and expand training capabilities

Learning and Development Manager

Rebuilt training program to produce comprehensive onboarding and ongoing training programs for outside & inside sales roles. 

Key Accomplishments: 
•	Designed division wide new hire job skills training program that reduced ramp time from 36 months to 12  
•	Implemented structured instructional design process to create learning material tied to business outcomes
•       Trained SME instructors on Adult Learning Styles which lead to increased training material retention rates based on in-program testing scores and manager post-training review 
•	Designed & delivered various targeted sales process training workshops which directly addressed skills gaps and produced sales growth increases 
•	Created video sales training programs that have been adopted by global organization 


DryTech Division Trainer: 
•	Instructional design of sales team training programs: new hire process, follow on training & targeted workshops
•	Delivering instructor lead training content & coordinating other instructors as required by curriculum during trainings
•	Coordination & organization of ILT training groups  
•	Designing, monitoring and tracking training effectiveness evaluations during & after training cycles
•	Coordinating with and advising executive and field management leaders to identify training gaps and implement strategic vision via training
•	Coordinating with product support staff to develop sale training materials for new product releases
•	Developing & delivering sales training audio programs  
•	Creating & delivering sales training video programs

DryTech Division Trainer 

10 years successfully producing sales growth and building sales teams.  

From Jan17 to Dec20 I held the dual role of Regional Sales Manager and Drytech Divisional Trainer. 


South Region (2011-2016)
* Sales in the region have grown from $3m to $9.6m over 5 years. 
* Onboarded 6 new sales people growing team from 3 to 9  
* 12 states 

South Central (2017-2020) 
*  Built new sales team in under-served and under-performing territories to produce growth of $1,151,787 
* Onboarded 5 new team members 
* 6 states 

Gulf States (2020) 
* Realign sales team with corporate divisional structure changes including evaluation & creation of new sales territories to drive sales growth 
* Guide sales team through organizational change process
* 5 states 
* Guide sales team through challenges of pandemic

Regional Sales Manager

Local sales representative tasked with growing sales of DryTech products (including plastic bushings, linear slides and spherical bearing products) in the Southern Ohio, Southern Indiana and Kentucky area. 

Daily responsibilities included regular sales visits with customers, exploring opportunities for sales growth and identifying key strategic accounts, regular sales presentations to new potential customers, prospecting, and making proposals. As needed would present technical training presentations to customers to strengthen their product knowledge and uncover new sales opportunities. 

I was also tasked to support the Regional Sales Manager, as needed, for special projects. 

Sales for this previously underdeveloped area were increased from less than $200,000 to $800,000 annually. 

Special projects included overhauling existing sales presentation package (PowerPoint). Awarded Employee of the year 2006 and Outstanding Achievement 2007.

Territory Sales Manager

Witt Galvanizing

Sales representative for 3 hot dip galvanizing plants, covering a 6 state area. 

Responsibilities included relationship building with steel fabricators and steel specifying groups to drive sales. For larger projects, quoting prices based off estimated processing rates was required. 

Large profile projects included Paul Brown Stadium in Cincinnati, Ohio and the CTA-Blue Line overhaul project in Chicago.

Sr. Technical Sales Representative

Asked to give a training but don't know where to start? ⚙️ Want your training to work? ⚙️ New to training or want to break in? ⚙️ Leaders, do you want happier, more innovative, more aligned people in your orgs? ?

Leaders lay awake at night worrying about revenue, profit, productivity, net promoter score, developing leaders and talent retention. 

How they can carve out a competitive advantage and drive top line performance. 

Aligning learning strategies with big picture vision builds the foundations so the organization can thrive. 

But especially in small to medium sized firms, late stage startups or larger autonomous teams training is a hassle due to workload. So it gets pushed off. 

Sometimes leaders just don't know where to start. 

Or worse yet, the training you do offer is dull, boring and people just don't want it.  

Powerful in-house training, supporting the overarching company goals, is not out of your reach. 

I support leaders to

✅ Align learning strategies with overall vision
✅ Build their own internal training capabilities 

I also support trainers themselves, especially those newer to corporate training or experienced trainers that need a second opinion or outside perspective. 

Built on experience and how people actually learn. I combine training experience with 25 years of sales, sales management and HR success to see the whole picture. 

You want more results and less yawns? 

Let's chat.

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