What People Say
Dr. Cassandra Bliss, DACVO
Owner, Bliss Animal Eye Care
Medford, Oregon
Creating a culture where people can delegate confidently, trust their team, and build true self-accountability takes expertise. That’s exactly what CollaborationOS has brought to our practice.
Working with CollaborationOS has completely changed how Bliss Animal Eye Care operates. Marcus helped us get critical knowledge out of people’s heads and into clear SOPs, checklists, onboarding tools, role expectations, and a Playbook our team actually uses every day. Because of that work, training is smoother, expectations are clearer, and communication across the practice is significantly better.
Marcus’s coaching has also helped me personally step back, think more strategically, and lead the practice with greater intention and clarity. In the year since he began working with us, our gross income has increased, and although there are always multiple factors behind business growth, his work has absolutely been a meaningful part of that progress.
What has impressed me most is the level of ownership and accountability our team has developed. Before working with Marcus, if I left for vacation, I would come back to a long list of unresolved issues that needed my attention. Recently, I was away for two weeks and returned to find that the team had handled everything independently. Problems were solved, decisions were made, and the practice continued running smoothly without needing constant management oversight. The value of that kind of autonomy and trust is hard to quantify.
Ricki Orford
Executive Director, The National Association of Underwater Instructors, Inc. (NAUI)
Riverview, Florida
In 2022, I stepped down as president of Midwest Underwater Explorers and Marcus took over the role. At the time, MWUE was a strong local GUE community, but still loose in how it operated. Over the next year, Marcus helped turn it into something much more durable.
He led the work of moving us toward becoming a 501(c)(3), clarified the board’s responsibilities, and brought structure to major initiatives like our visiting instructor program and Project Baseline work. He did that without making the organization feel corporate or heavy. We were still a geographically scattered group of volunteer sport divers trying to dive with purpose, support exploration and conservation, and have fun doing it.
One of Marcus’s rare abilities is that he can take a big, sprawling, well-intentioned effort and help people see what needs to happen next.
He helped us get clearer about standards, roles, communication, and follow-through, which made the board more effective and made the organization less dependent on any one person.
Volunteer organizations are hard to lead because no one has to be there. Marcus understood that. He created buy-in without forcing it and helped the board work toward shared goals. MWUE is better organized, more focused, and better able to support its community because of his leadership.
John Knoepfle
Vice President, Solutions Architecture, Epsilon
Chicago, Illinois
Working with Marcus Doshi at CollaborationOS has been an absolute game-changer for my leadership approach.
Managing a remote team comes with a unique set of challenges, from communication gaps to people working in silos to maintaining a cohesive team culture when everyone is in different places. Marcus’s coaching helped me look at those challenges from a fresh perspective and respond to them more deliberately.
A lot of the value was in getting clearer about what my team actually needed from me, which helped me be more creative in my leadership. That changed how I coached the team through their OKRs. The process became less about checking boxes and more about helping people connect their goals to the work that mattered, while also giving them room to grow in their roles.
Dr. Megan Roberts
Professor and Associate Chair, Communication Sciences and Disorders
Principal Investigator, Early Intervention Research Group (EIRG)
Northwestern University
Evanston, Illinois
I worked with Marcus as part of a year-long review. He led the working group in which we sought feedback from a variety of stakeholders in service of evaluating the current systems, process, resources of our organization. I was immediately impressed by his ability to not only organize but implement complex tasks. Critical to identifying strategic target areas was developing trust with various community members.
In every focus group, he made everyone feel comfortable sharing their perspectives. He integrated information across various perspectives into a cohesive narrative that led to drastic and impactful changes in the organization.
Marcus is an exceptional leader; I would highly recommend him to any leader who is looking to improve any part of their organization (culture, workflow, productivity).
Dr. Claire Sharp
Associate Professor, Murdoch University
Perth, Western Australia
I would highly recommend Marcus to anyone looking to expand their scope as leaders and build resilience and performance within their teams.
I recently attended Marcus Doshi’s Creating Resilience for High-Performing Teams workshop through Collaboration OS, and found him to be an engaging and effective speaker. Marcus brings complex concepts to life through storytelling, seamlessly drawing on examples from both popular culture—such as high-performance Formula 1 teams—and his own diverse personal experiences, including his experiences as a technical diver in high-stakes situations and his collaborative work in theatre.
His teaching is not only highly relatable but also clearly grounded in evidence-based frameworks, with insights from recognised thought leaders including one of my favourites Patrick Lencioni. This combination of practical experience, compelling narrative, and theoretical rigour makes his sessions both impactful and memorable.
One take home of my time learning from Marcus was the importance of a shared mental model with our teams, such that we can move from a team of experts to an expert team. I have implemented this by explicitly stating to my team that our morning rounds are so that we can develop a shared mental model for the day which helps people to pay attention even though tasks are delegated to specific people amongst the team.
Does any of this sound familiar?
If what these people are describing sounds like something your team could use, let’s talk.