Assess
We examine how you are currently functioning across physical condition, cognitive demands, regulation under pressure, recovery, and daily structure.
Executive Performance Advisory
Build the capacityyour leadership demands.
Capacity Before Performance.
Private executive performance advisory for CEOs, founders, and senior executives whose responsibilities have outgrown the personal structure supporting their performance.
360 Shift identifies where capacity is being constrained and builds the physical, cognitive, regulatory, recovery, and structural capacity required to perform consistently under pressure.
Private & ConfidentialQualification RequiredLimited Principal Capacity
Executive-FocusedBuilt around the realities of senior leadership.
IndividualizedThe intervention follows the constraint.
MeasurableCapacity is evaluated, not assumed.
Built for PressureStructure must hold when conditions are not ideal.
The Executive Reality
Your responsibilities evolved. Has the structure supporting you evolved with them?
This is rarely a knowledge problem. Most accomplished executives already understand that physical health, recovery, focus, and managing pressure matter.
01Your calendar becomes more demanding, and the practices that protect your capacity are increasingly the first things displaced.
02You are still performing, but maintaining that performance requires more effort than it once did.
03Focus, patience, decision-making, or physical energy begin to deteriorate as demanding days accumulate.
04Recovery becomes something you try to fit around your responsibilities rather than something your performance structure protects.
05You do not need another routine to follow when conditions are ideal. You need a structure designed to continue functioning when conditions are not.
High performance can conceal declining capacity.
Today’s performance does not guarantee capacity for tomorrow’s demands.
The question is not only what you can produce today, but what it is costing the system producing it.
What 360 Shift Does
We identify where capacity is being constrained and build the structure required to support the demands of your role.
Identify
We determine where capacity is being lost, what is creating unnecessary strain, and which constraints are having the greatest effect on performance.
Build
We develop a practical operating structure around your actual schedule, responsibilities, health, and performance demands.
Test & Adapt
We observe how that structure performs during demanding periods and adjust what does not hold.
Govern
As responsibilities and circumstances change, we continue monitoring capacity and refining the structure supporting it.
The intervention follows the constraint.
The 360 Shift Capacity Model™
Five domains shape the capacity available to perform.
Capacity is not determined by one behavior, one habit, or one measure of health. It reflects the interaction between five areas that influence how effectively an executive can meet sustained demands.
360 SHIFTCAPACITYOne interconnected system
Five Capacity Domains
The condition of the body carrying the workload.
Strength, movement, cardiovascular fitness, nutrition, physical readiness, and the ability to meet the physical demands of your life and schedule.
The mental resources available for demanding work.
Attention, concentration, mental endurance, decision-making, and the ability to remain effective as cognitive demands accumulate.
The ability to respond to pressure and regain a productive state.
How effectively you manage physiological and emotional activation, regain composure after difficult situations, and prevent one period of pressure from controlling the rest of the day.
The ability to restore capacity after demand.
Sleep, rest, training recovery, downtime, and the opportunities built into your life to replenish the resources being used.
The systems that determine whether the other four domains can be consistently supported.
Calendar design, routines, boundaries, transitions, travel planning, protected training and recovery time, and the practical organization of competing responsibilities.
Select a domain to explore how it contributes to executive capacity.
The Domains Operate as a System
A constraint in one domain can increase the cost carried by the others.
Poor recovery can reduce cognitive capacity. An overloaded schedule can displace training. Persistent pressure can interfere with sleep. Declining physical capacity can increase the cost of demanding days.
That is why 360 Shift does not begin with a predetermined solution.
We identify where capacity is being constrained, determine what is contributing to it, and address the conditions that matter most.Inside the Advisory
How the advisory is structured.
360 Shift is not a standardized protocol. The advisory is built around the demands of your role, the capacity you currently have available, and the constraints affecting your performance.
Assessment & Baseline
We establish how you are currently functioning across the five capacity domains and identify the conditions having the greatest effect on your performance.
Operating Structure
We translate those findings into a practical structure for your actual life—addressing the areas that require attention rather than imposing a predetermined routine.
Implementation & Adaptation
The structure is put into practice under real conditions: demanding workweeks, travel, changing schedules, competing priorities, and periods of increased pressure. We adjust it based on what actually holds.
Measurement & Refinement
We monitor relevant indicators, evaluate progress, identify emerging constraints, and refine the structure as your capacity and responsibilities change.
Advisory StandardThe advisory is individualized. The standard is not.
12-Week Installation
Build the operating structure.
The initial engagement identifies where capacity is being constrained and establishes the operating structure required to support your current demands.
Assessment determines the priorities. Depending on the constraint, the advisory may address training, recovery, sleep, nutrition, daily routines, calendar structure, regulation, or competing demands.
The objective is a structure that reduces friction, protects capacity, and continues functioning when conditions become demanding.
Assess & Stabilize
Establish the baseline, identify the primary constraint, and stabilize what requires immediate attention.
Install
Build the routines, guardrails, and capacity priorities around your actual responsibilities and schedule.
Test & Adapt
Test the structure under pressure, observe what holds, and adjust the points of friction.
Consolidate & Govern
Keep what works, define early warning signs, and establish the next stage of self-governance.
Designed for executives whose current way of operating no longer fully supports the level at which they are expected to perform.
Executive Operating Context
Experience inside environments where performance carries consequence.
Janis Garrido’s work has included direct performance support for senior leaders within a national vision-care organization operating at significant scale. That experience helped shape the central premise behind 360 Shift: leadership performance cannot be separated from the capacity of the person producing it.
~150Surgery centers
46States
~2,000Employees
~$350MAnnual revenue
Executive Capacity Engagements
The engagement follows the assessment.
360 Shift is structured across three stages of advisory work. These are not packages to select from a menu. The appropriate scope is recommended after examining current capacity, constraints, operating demands, and objectives.
How scope is determinedThe qualification and assessment process establishes where the work should begin, how much structure is required, and whether a longer advisory relationship is warranted.
Install
Establish the baseline and build the operating structure.
Stabilize & Expand
Strengthen the structure under pressure and progressively increase capacity.
Govern & Refine
Maintain, adapt, and refine capacity as executive demands change.
Recommendation precedes commitment. The scope, expectations, and investment are discussed before an engagement begins.
Founder
Janis Garrido
Founder & Executive Performance Advisor
More than two decades of experience at the intersection of physical performance, nutrition, behavior change, and the demands of high-performing professionals.
Before founding 360 Shift, Janis built and operated Precision Fitness & Well-Being in West Palm Beach, serving more than 100 active clients over the life of the practice. Her clientele included business owners, senior professionals, CEOs, and executives whose responsibilities required them to perform consistently while managing significant professional demands.
Her experience also included working directly with senior leaders of a national vision-care organization operating approximately 150 surgery centers across 46 states, with roughly 2,000 employees and approximately $350 million in annual revenue. That experience reinforced a central observation: accomplished leaders rarely lack ambition or discipline; the more consequential question is whether their capacity can continue supporting the demands placed on them.
Today, Janis advises CEOs, founders, and senior executives by identifying where capacity is being constrained and building practical operating structures around the realities of their responsibilities, health, schedules, and performance demands.
Her approach combines decades of practical experience with formal training in health coaching and personal training, while maintaining a clear distinction between executive performance advisory, medical care, and other licensed professional services.
20+ YearsPhysical performance, nutrition, and behavior-change experience
100+ Active ClientsBuilt and operated Precision Fitness & Well-Being
Executive-Level ExperienceCEOs, founders, senior executives, and business leaders
Formal TrainingHealth coaching and personal training
Professional Scope360 Shift provides executive performance advisory—not medical care, psychotherapy, or business consulting. Referral or medical clearance is required when appropriate.
Capacity Before Performance.
Advisory Principles
The standards behind every engagement.
“Sustained performance depends on the capacity available to produce it. Continued output alone is not evidence that the underlying system is functioning well.”
“We do not begin with a predetermined solution. Assessment determines where capacity is being constrained and what requires attention.”
“A structure that functions only under ideal conditions is insufficient. It must remain usable through demanding schedules, travel, disruption, and changing responsibilities.”
“Executive demands change. The objective is not rigid adherence to a perfect routine, but a structure that can be governed and adapted as circumstances evolve.”
Advisory Readiness
High performance requires a stronger foundation.
Some executives begin because strain is already visible. Others are performing well but recognize that the demands ahead will require greater capacity.
Both are valid reasons to begin. The question is whether you have the capacity to support what comes next.Significant Responsibility
Carry significant responsibility and expect that responsibility to continue or increase.
Open to Insight
Are willing to examine how current operating patterns affect available capacity.
Practical Structure
Want practical structure rather than another collection of recommendations.
Ready to Implement
Are prepared to implement, evaluate, and adapt that structure under real conditions.
Sustained Performance
Value sustained performance over short-term optimization.
Built for What’s Next
Recognize that future responsibility requires capacity and structure that can evolve with it.
Built for real leadership
Frequently Asked Questions
What executives usually want to know.
What is Executive Performance Advisory?
Executive Performance Advisory examines whether the personal systems supporting an executive are capable of meeting the demands of the role.
360 Shift focuses on five areas of capacity: physical, cognitive, regulation, recovery, and structure. We identify where capacity is being constrained and develop practical interventions around the conditions having the greatest effect on performance.
The advisory is distinct from executive coaching, personal training, wellness coaching, and medical care. Elements such as physical training, nutrition, recovery, or behavioral change may be incorporated when relevant, but they are used within a broader executive capacity strategy rather than treated as the entire solution.
Do I need to be experiencing a performance problem to apply?
No.
Some executives seek 360 Shift because maintaining their current level of performance has become increasingly costly. Others are performing well but recognize that an upcoming expansion, transition, increase in responsibility, or sustained period of greater demand will require more capacity.
The objective is not to wait for performance to deteriorate before examining the system supporting it.
What does an engagement require from me?
The advisory requires active participation.
You should be prepared to examine current patterns, implement agreed-upon changes, communicate what is and is not working, and allow the structure to be tested under real conditions.
Perfection is not expected. Accurate information and a willingness to adapt are considerably more useful.
Which engagement is appropriate for me?
360 Shift is structured across three stages: Install, Stabilize & Expand, and Govern & Refine.
The appropriate starting point is determined by your current capacity, identified constraints, operating demands, and objectives.
Executives are not expected to select a package from the website. The purpose of the qualification process is to determine whether 360 Shift is appropriate and, if so, what level of engagement makes sense.
How is progress evaluated?
Progress is evaluated against the baseline established at the beginning of the advisory and the constraints identified as most consequential.
Relevant indicators may include recovery, energy, training consistency, operating structure, adherence, regulation under pressure, and the amount of friction required to sustain performance. The objective is not to collect data for its own sake, but to determine whether the structure is actually improving available capacity and holding under real conditions.
What happens after I request consideration?
Your application is reviewed privately.
If there appears to be alignment between your needs and the advisory, you will be invited to a private conversation to examine your current situation, priorities, and expectations more closely.
If both parties determine that an engagement is appropriate, the recommended structure, expectations, and investment are discussed before any commitment is made.
Requesting consideration does not obligate either party to proceed.
Before You Apply
Consider whether the advisory is appropriate for what comes next.
360 Shift is designed for executives prepared to examine and strengthen the capacity and structure supporting their performance. The application is the first step in determining whether there is a meaningful fit.
If that describes where you are, request consideration.
Private & ConfidentialQualification RequiredNo Obligation to Proceed