By: Kenn Dixon, M.A., CDMP, APR
Here’s what many leaders will not say out loud. You know your marketing and communications are not working the way they should. You also know hiring a full-time CMO right now is not the right move.
That gap is where I work.
I partner with organizations in rebuild or transition phases when leadership needs clarity, momentum, and direction without adding permanent headcount. You get senior-level marketing and communication leadership focused on stability and progress, not politics or long-term overhead.
When a full-time CMO is the wrong first step
Transitions create pressure. Teams are stretched. Priorities blur. Messaging drifts. The instinct is often to hire fast and hope a new executive fixes everything. That approach usually backfires.
A full-time CMO makes sense when strategy is clear, systems are stable, and leadership alignment already exists. In rebuild or transition seasons, those conditions rarely hold. What you need first is stabilization.
That means:
• Clear messaging
• Focused priorities
• Alignment between leadership and teams
• A realistic path forward
Without that foundation, even a strong CMO struggles.
What I actually do
My role is simple and practical.
I stabilize your messaging so everyone is telling the same story. Internally and externally.
I help reset priorities so your team stops chasing everything and starts focusing on what matters now.
I support your internal teams instead of replacing them. They keep ownership. I bring structure, direction, and outside perspective.
I give leadership clarity on next steps. Not theory (only if you need it). Not fluff. Clear decisions and sequencing.
You get senior-level guidance without adding headcount, benefits, or long-term risk.
Why messaging is usually the real problem
In almost every transition, messaging is the first thing to crack and the last thing leaders address. That is a mistake.
When your message is unclear:
• Sales slows
• Marketing tactics scatter
• Teams argue about direction
• Customers hesitate
People do not buy confusion. They do not follow noise. They respond to clarity.
That is why I use the StoryBrand framework.
How StoryBrand helps you win the day
StoryBrand forces discipline. It removes ego and complexity. It answers the questions your customers and donors already ask in their heads.
What do you do
Who is it for
Why should I care
What happens next
When your message answers those questions clearly, everything downstream improves. Websites convert. Sales conversations sharpen. Campaigns align. Teams stop guessing.
StoryBrand is not branding theory. It is operational clarity.
What this looks like in practice
We start by diagnosing where confusion exists. Messaging, structure, priorities, or all three.
We clarify your core message using StoryBrand so your organization speaks with one voice.
We align leadership around realistic priorities for the current season, not the ideal future state.
We equip your internal team with clear direction and guardrails so work moves forward without constant rework.
We define next steps so you know when a full-time CMO makes sense and what that role should actually own.
The goal is progress, not permanence.
Who this is for
This work fits organizations that are:
• Rebuilding after leadership change
• Navigating growth pains
• Recovering from stalled marketing
• Preparing for future executive hires
• Tired of guessing and reacting
If that sounds familiar, you are not behind. You are just in a transition.
Simple next steps
1). If you need clarity before committing to permanent hires, this model works.
2). If stabilizing your message and priorities would help you move forward right now, a short conversation makes sense.
3). No pitch. No pressure. Just clarity. Schedule a consultation call today.
If that is useful given where you are today, I would welcome the conversation.