Latrice Prater
Execution Strategist
Fixing Inconsistent Execution Across Teams By Redesigning How Work Happens
Founder, The Digital Solutions Team
As Heard IN
What I Do
I work with CEOs and leadership teams in growing organizations where execution feels heavier than it should, and performance is inconsistent across teams. As organizations scale, the way work happens often doesn’t scale with it.
Decision pathways blur. Accountability diffuses. Rework increases. Leadership load concentrates. What often appears to be a performance issue is usually structural misalignment. I identify where execution is breaking down and redesign how work actually happens, across workflows, decision-making, and team structure, so performance becomes consistent and sustainable.
A key part of this work includes evaluating how different thinking styles, including neurodivergent ones, interact with how work is designed. Because when work doesn’t match how people actually process, prioritize, and execute:
✔️ friction increases
✔️ cognitive load rises
✔️ burnout shows up faster
✔️ and execution becomes inconsistent
My work aligns executive decision-making, leadership behavior, and organizational structure so execution stabilizes and leadership capacity is protected. This is diagnostic-led, design-first consulting focused on how work actually works.
What's All The Hype About
“Working with Latrice and the Digital Solutions Team has been a game-changer for my business. She has a gift for making the behind-the-scenes systems not only make sense but actually work for me. From the very beginning, she asked thoughtful, strategic questions that helped clarify what I needed to scale sustainably.
Whether I’m collaborating directly with her or with members of her team, I’m consistently impressed by their capability, clarity, and care. It truly feels like I have a full team of experts behind me, without the weight of hiring for every role individually. Their partnership has brought structure, ease, and confidence to parts of my business that once felt overwhelming. I’m so grateful for their support and brilliance.”
Danielle Marshall, Culture Principles
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The Neurodivergent Lens
Leadership cognition shapes how execution happens across an organization. Many executive teams include high-performing, fast-processing, pattern-recognizing leaders whose cognitive strengths can become strain points when systems are not designed with those realities in mind.
I treat neurodivergent cognition as a design input, not a personal challenge. I assess how leaders:
✔️ process information
✔️ handle ambiguity
✔️ distribute decision load
✔️ experience cognitive strain
Then I design systems that align with those realities.
Because when the way leaders think is misaligned with how work is structured:
✔️ decision-making slows down
✔️ bottlenecks form
✔️ cognitive load increases
✔️ and execution becomes inconsistent across teams
This work does not fix people. It corrects system design. All engagements begin with disciplined diagnostic work to identify root causes before recommending structural change.
The Neurodivergent Lens
Leadership cognition shapes organizational performance.
Many executive teams include high-performing, fast-processing, pattern-recognizing leaders whose cognitive strengths can become strain points when systems are not designed with those realities in mind.
I treat neurodivergent cognition as a structural design input, not a personal challenge.
I assess how leaders:
✔️process information
✔️handle ambiguity
✔️distribute decision load
✔️experience cognitive strain
Then I design systems that align with those realities.
When executive cognition and system architecture are misaligned, friction spreads across the organization.
This work does not fix people.
It corrects system design.
Engagements begin with disciplined diagnostic work to identify root causes before recommending structural change.
The Neurodivergent Lens
Leadership cognition shapes how organizations function.
Many executive teams include neurodivergent leaders, often high-performing, pattern-recognizing, fast-processing decision-makers, whose strengths can become strain points when systems are not designed with their cognitive style in mind.
Rather than treating neurodivergence as a personal challenge to overcome, I use it as a design input.
I assess how leaders think, process, decide, and carry cognitive load, and ensure that organizational systems are aligned with those realities. When executive cognition and systems are misaligned, friction shows up across the organization.
This work is diagnostic and design-led. The goal is not to fix people. The goal is to design systems that work with leadership, not against it.
Engagements typically begin with a focused assessment or diagnostic to understand what is actually breaking before any design or implementation begins.
What's All The Hype About
“Working with Latrice and the Digital Solutions Team has been a game-changer for my business. She has a gift for making the behind-the-scenes systems not only make sense but actually work for me. From the very beginning, she asked thoughtful, strategic questions that helped clarify what I needed to scale sustainably.
Whether I’m collaborating directly with her or with members of her team, I’m consistently impressed by their capability, clarity, and care. It truly feels like I have a full team of experts behind me, without the weight of hiring for every role individually. Their partnership has brought structure, ease, and confidence to parts of my business that once felt overwhelming. I’m so grateful for their support and brilliance.”
Danielle Marshall, Culture Principles
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This Work Is Designed For Leaders Who:
Recognize that recurring execution issues are not a talent problem.
Have capable teams but remain the bottleneck for key decisions.
See that adding people, tools, or meetings hasn’t fixed the problem.
Value diagnosis before jumping into solutions.
Are ready to address how work is structured, not just how people perform.
This is not day-to-day operational support.
This is executive-level systems diagnosis and design to improve execution across teams and reduce leadership strain.
Primary Ways We Engage
Engagements are structured to move from clarity on what’s broken to leadership alignment and redesigned workflows that support consistent execution.
Executive Systems Diagnostic
A comprehensive root-cause analysis identifying structural constraints, decision concentration, and architectural requirements for realignment. Best for leadership teams ready to address systemic strain with a defensible, executive-level foundation.
Executive Systems Design
A structured design engagement translating diagnostic findings into aligned executive systems, including decision architecture, ownership clarity, and leadership operating standards. Best for organizations ready to rebuild structural alignment at scale.
Systems Architecture & Enablement
Operationalization of aligned systems through architecture and structured implementation in partnership with The Digital Solutions Team.
Best for organizations that require disciplined execution support to ensure alignment becomes operational reality.
Executive Systems Diagnostic
A comprehensive, root-cause analysis of executive systems, identifying structural constraints, decision concentration, and design requirements for alignment.
Best for leadership teams ready to address systemic misalignment with a clear, defensible foundation before implementing change.
Executive Systems Design
A design engagement translating diagnostic findings into aligned executive systems, including decision architecture, role clarity, and leadership operating standards.
Best for organizations with clear diagnostic findings that need structured alignment at the leadership and systems level.
Systems Architecture & Enablement
A structured enablement engagement supporting the operationalization of aligned systems through architecture, workflows, and implementation support in partnership with The Digital Solutions Team.
Best for organizations that require disciplined execution support to ensure alignment translates into sustainable operations.
Our Partners ...
How We Work
Our work follows a structured approach designed to identify what’s actually breaking down, align leadership, and stabilize execution across teams.
Diagnose
We identify where execution is breaking down across decision-making, ownership, and workflow structure. We separate surface-level symptoms from the real structural causes so you’re no longer guessing at the problem.
Design
We redesign how work happens by clarifying decision rights, ownership, escalation paths, and leadership operating standards. The goal is to reduce friction, lower cognitive load, and create consistent execution across teams.
Enable
When needed, we support leadership in implementing these changes through structured guidance and system rollout. The focus is on ensuring execution improves without increasing leadership strain or overextension.
Diagnose
We begin by identifying where misalignment is actually occurring, across executive cognition, decision-making, accountability, and systems.
This step separates symptoms from structural causes so effort isn’t wasted fixing the wrong problem.
Design
Once root causes are clear, we design aligned executive systems, including decision architecture, role clarity, accountability, and leadership operating standards.
Systems are built to work with how leaders think and operate, not against them.
Enable
When implementation is required, we support operationalization through structured enablement.
The goal is consistent execution without executive overfunctioning or reliance on heroic effort.
You don’t need more effort. You need better execution.
The Women With The Expertise
Systems-led. Human-aware.
We don’t just support the work. We help fix how work actually works, so teams can execute without constant friction.
Latrice Prater
CEO
Cassandra "Cass" LeRoy
Project Manager
Jasmine Kilgore
Systems Designer
McKenzie Glenetske
Systems Architect
Anna Ancheta
Systems Specialist
Katie Whelan
Systems Specialist
Nadia Gabriel
Administrative Specialist
Clarity Before Complexity.
Design Before Execution.
We don’t layer solutions onto confusion.
We identify what’s structurally misaligned first, then redesign how work actually happens so execution becomes consistent, scalable, and sustainable across teams.
TESTIMONIALS
SOME KIND WORDS FROM AMAZING CLIENTS
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Creative Director
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Project Manager
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Ava
Operations Coordinator
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