Build for Disruption.
Lead Beyond It.
Build for Disruption.
Lead Beyond It.
Change will come. Markets shift. Technology accelerates. Expectations evolve. The strongest organizations don't wait to react—they anticipate what's coming and prepare to lead through it.
Change will come. Markets shift. Technology accelerates. Expectations evolve. The strongest organizations don't wait to react—they anticipate what's coming and prepare to lead through it.
Disruptive Leadership Collective brings together seasoned executive advisors to uncover what others overlook, challenge conventional thinking, and turn strategic insight into bold action.
Disruptive Leadership Collective brings together seasoned executive advisors to uncover what others overlook, challenge conventional thinking, and turn strategic insight into bold action.
SCHEDULE A CONVERSATION
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.
Disruptive Leadership Collective unites three accomplished executives with more than 120 years of combined experience building businesses, leading people, and navigating organizational transformation.
Our perspective isn't built from theory alone. It's built from experience inside the room.
120+ YEARS.
THREE SENIOR ADVISORS.
Disruptive Leadership Collective unites three accomplished executives with more than 120 years of combined experience building businesses, leading people, and navigating organizational transformation.
Our perspective isn't built from theory alone. It's built from experience inside the room.
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.
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.
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.
A successful organization begins to encounter unfamiliar pressures.
A successful organization begins to encounter unfamiliar pressures.
A successful organization begins to encounter unfamiliar pressures.
Markets evolve. Technology changes the rules. New expectations reshape how people work, lead, and make decisions.
Markets evolve. Technology changes the rules. New expectations reshape how people work, lead, and make decisions.
Markets evolve. Technology changes the rules. New expectations reshape how people work, lead, and make decisions.
The Greatest Risks Are Often the Ones You Don't See Coming.
The Greatest Risks Are Often the Ones You Don't See Coming.
The Greatest Risks Are Often the Ones You Don't See Coming.
What once created competitive advantage may no longer be enough for what comes next.
What once created competitive advantage may no longer be enough for what comes next.
What once created competitive advantage may no longer be enough for what comes next.
Yet the earliest signs of change are rarely obvious.
Yet the earliest signs of change are rarely obvious.
Yet the earliest signs of change are rarely obvious.
They emerge through overlooked patterns, hidden connections, and subtle shifts across people, systems, and industries.
They emerge through overlooked patterns, hidden connections, and subtle shifts across people, systems, and industries.
They emerge through overlooked patterns, hidden connections, and subtle shifts across people, systems, and industries.
Most organizations respond to what they can see. We look deeper.
Most organizations respond to what they can see. We look deeper.
Most organizations respond to what they can see. We look deeper.
Because the strongest organizations don't simply respond to change. They recognize the early signals of disruption — often hidden in patterns of leadership, trust, and organizational performance — before they become larger challenges.
Because the strongest organizations don't simply respond to change. They recognize the early signals of disruption — often hidden in patterns of leadership, trust, and organizational performance — before they become larger challenges.
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 of deeper organizational pressures that often go unnoticed.
They're signals of deeper organizational pressures that often go unnoticed.
They're signals of deeper organizational pressures that often go unnoticed.
See the Whole Picture.
See the Whole Picture.
See the Whole Picture.
At the heart of our Disruptive Leadership 360™ methodology is the 3i Blueprint™, examining the interconnected forces shaping organizational performance to reveal hidden patterns, emerging risks, and opportunities others overlook.
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.
By understanding how these forces work together, organizations can move beyond surface symptoms and act with greater clarity and purpose.
What Are You Not Seeing?
What Are You Not Seeing?
What Are You Not Seeing?
Our Disruptive Leadership 360™ methodology examines the full organizational picture through four deliberate stages, from identifying hidden patterns to delivering practical solutions.
Our Disruptive Leadership 360™ methodology examines the full organizational picture through four deliberate stages, from identifying hidden patterns to delivering practical solutions.
1. DIAGNOSE
1. DIAGNOSE
Uncover the underlying patterns.
1. DIAGNOSE
Uncover the underlying patterns.
2. DEFINE
2. DEFINE
Identify what matters most.
2. DEFINE
Identify what matters most.
3. DESIGN
3. DESIGN
Build the right strategic response.
3. DESIGN
Build the right strategic response.
4. DELIVER
4. DELIVER
Turn insight into meaningful action.
4. DELIVER
Turn insight into meaningful action.
Because the goal isn't dependence on an advisor.
Because the goal isn't dependence on an advisor.
It's stronger organizations, more capable leaders, and lasting progress.
It's stronger organizations, more capable leaders, and lasting progress.
SCHEDULE A CONVERSATION
SCHEDULE A CONVERSATION
WHAT WE DO
WHO WE SERVE
WHAT WE DO
Executive & Board Advisory
Leadership Development Intensives
Organizational Resilience Planning
Transformation & Change Advisory
Disruption Labs & Strategic Workshops
SCHEDULE A CONVERSATION
WHO WE SERVE
Boards of Directors
C-Suite & Executive Teams
HR & People Leaders
Operations Leaders
Organizations Navigating Transformation
SCHEDULE A CONVERSATION
WHAT WE DO
WHO WE SERVE
WHAT WE DO
Executive & Board Advisory
Leadership Development Intensives
Organizational Resilience Planning
Transformation & Change Advisory
Disruption Labs & Strategic Workshops
SCHEDULE A CONVERSATION
What Changes When Leadership Starts Working Differently?
What Changes When Leadership Starts Working Differently?
What Changes When Leadership Starts Working Differently?
The strongest advisory work doesn't simply change what leaders know.
The strongest advisory work doesn't simply change what leaders know. It changes what they see — and what they do next.
It changes what they see — and what they do next.
Lorem ipsum dolor sit amet, consectetur adipiscing elit dolar ipsum sit eget. Donec vitae sapien sed erat consequat tincidunt, eget commodo justo volutpat.
Lorem ipsum dolor sit amet, consectetur adipiscing elit dolar ipsum sit eget. Donec vitae sapien sed erat consequat tincidunt, eget commodo justo volutpat.
Name
Manager at Company
Lorem ipsum dolor sit amet, consectetur adipiscing elit dolar ipsum sit eget. Donec vitae sapien sed erat consequat tincidunt, eget commodo justo volutpat.
Lorem ipsum dolor sit amet, consectetur adipiscing elit dolar ipsum sit eget. Donec vitae sapien sed erat consequat tincidunt, eget commodo justo volutpat.
Name
Manager at Company
Lorem ipsum dolor sit amet, consectetur adipiscing elit dolar ipsum sit eget. Donec vitae sapien sed erat consequat tincidunt, eget commodo justo volutpat.
Lorem ipsum dolor sit amet, consectetur adipiscing elit dolar ipsum sit eget. Donec vitae sapien sed erat consequat tincidunt, eget commodo justo volutpat.
Name
Manager at Company
Lorem ipsum dolor sit amet, consectetur adipiscing elit dolar ipsum sit eget. Donec vitae sapien sed erat consequat tincidunt, eget commodo justo volutpat.
Lorem ipsum dolor sit amet, consectetur adipiscing elit dolar ipsum sit eget. Donec vitae sapien sed erat consequat tincidunt, eget commodo justo volutpat.
Name
Manager at Company
Lorem ipsum dolor sit amet, consectetur adipiscing elit dolar ipsum sit eget. Donec vitae sapien sed erat consequat tincidunt, eget commodo justo volutpat.
Lorem ipsum dolor sit amet, consectetur adipiscing elit dolar ipsum sit eget. Donec vitae sapien sed erat consequat tincidunt, eget commodo justo volutpat.
Name
Manager at Company
Lorem ipsum dolor sit amet, consectetur adipiscing elit dolar ipsum sit eget. Donec vitae sapien sed erat consequat tincidunt, eget commodo justo volutpat.
Lorem ipsum dolor sit amet, consectetur adipiscing elit dolar ipsum sit eget. Donec vitae sapien sed erat consequat tincidunt, eget commodo justo volutpat.
Name
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 on leadership, organizational transformation, emerging challenges, and the unconventional thinking required to shape what's next.
Join Craig Bruce, Frank Belmonte, and Angela Huntsman for candid conversations on leadership, organizational transformation, emerging challenges, and the unconventional thinking required to shape what's next.
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 Collective and its signature DL360 methodology can strengthen your organization's ability to anticipate change, seize opportunity, and lead into the future.
Discover how Disruptive Leadership Collective and its signature DL360 methodology can strengthen your organization's ability to anticipate change, seize opportunity, and lead into the future.
SCHEDULE A CONVERSATION
SCHEDULE A CONVERSATION
© All rights reserved
© All rights reserved