RESILIENT LEADERS & ORGANIZATIONS  . LEARNING  .  COACHING  .  FACILITATION

what sets us apart-we help you get stuff done


Here’s what we’ve learned over the years:
People come to us because something isn’t working, and they need real help. They know we're easy to work with, identify core issues systemically, are honest and candid, are flexible and adaptive, and go the extra mile to meet their needs.

Sometimes it’s ambiguous, fast-moving business conditions. Other times, it's too many performance metrics that don't match people's roles. Or a team overwhelmed with tight deadlines and budgets, prioritizing silo workloads, and conflicting priorities. It might be inexperienced or toxic leaders, or seasoned leaders struggling to manage a rapidly changing workforce. Or maybe it’s high turnover cutting into the bottom line, losing institutional knowledge, without enough time to develop new leaders or set clear standards.

Whatever the case, our coaching and learning labs deliver practical, real-world skills that address your company’s most pressing challenges. Our results? We help clients make a huge leap forward.

Here are just some of the recent problems our clients have brought to us:

Leaders Stuck in Old Mindsets
"Our leaders aren’t engaging enough."
"Nobody trusts our leadership anymore."
"We’re micromanaged to death."
"Our leaders don’t trust us, so everyone’s stifled."
"We’ve got a leader who gets things done, but she bulldozes everyone in her path."
"We have a talented manager, but he’s paralyzed by a lack of confidence."
"If I have to sit through one more lifeless quarterly review, I’m out."
"Our senior team is dysfunctional—walking on eggshells is our culture now."

Career Growth & Mentoring Stalled
"We have technical experts who can’t connect with people, but management is their only promotion path."
"I’ve been in the same role for five years. No movement, no development."
"Only the favorites get access to high-visibility projects or mentors."
"Leadership programs are over-subscribed; I’m stuck, and starting to look elsewhere."
"We’re losing key talent, and those stepping in have wildly different expectations."
"Our younger professionals aren’t interested in mentoring if it means showing up in the office."

From Strategy to Real Results
"We need to update our strategy with stakeholder input and new data."
"We’ve got too many priorities, but no clear operational plan to back them up."
"We’re so swamped with daily crises that we have no time to think strategically."
"How do I get everyone aligned on a shared vision for the future?"
" I need to reimagine our organization's mission and operations."
"We keep having the same conversations, but nothing changes."
"Too often, we act without really thinking things through."
"Innovation? We wouldn’t know it if it slapped us in the face."

Setting a New Direction and Leading Change
"We need a roadmap to guide our organization through this transition."
"We need to make new decisions about resource allocation and service delivery."
"How do we minimize burnout and maintain performance during times of change?"
"I face the challenge of rapid population growth and demand for our services. I need to restructure how we deliver services collaboratively."
"How can I balance the needs of different stakeholders and ensure a successful project implementation?” 
"How can I navigate this complex change without overwhelming my team?"
"How can I empower my team to contribute their best ideas and insights?"

Struggling with Influence
"How do we influence people when we have zero authority?"
"Our plans are solid, but no one buys into them."
"Our managers shy away from tough conversations."
"Our team is fatigued and skeptical of all this constant change."
"We need help motivating and retaining our best people."

Communication & Teamwork Challenges
"We don’t understand each other."
"Half our meetings are a waste of time, and we can’t get real work done."
"We avoid conflict, and it’s turning into baggage that’s hurting our results."
"We don't receive feedback, so don't know how we're doing, if our work is meeting expectations, or how to grow in our career."
"We’ve lost key people and added new faces—how do we address that honestly and effectively?"
"We just finished a big project, and our team needs to recharge for the next phase."
"We defend our silos instead of working toward shared goals."
"Our team is diverse, but we’re not tapping into that advantage."

Facing Burnout
"We’ve got way too much on our plate, with too few resources."
"Our team’s becoming cynical, and it’s rubbing off on our new hires."
"Our staff are exhausted, but we don’t have enough people to lighten the load."
"We’re losing top talent, and it’s taking a toll."

results that make a difference

Leaders demand tangible results. That's why we're committed to providing measurable outcomes for our clients.

Here's a glimpse of our recent successes:

Individual Coaching:
Strategic Adaptation: Guided leaders in developing and implementing effective strategies to navigate workplace and market changes.
Career Advancement: Helped clients secure promotions to executive and senior roles.
Self-Discovery: Facilitated self-awareness to break limiting patterns and unlock their full potential.
Challenging Projects: Supported clients in successfully tackling complex projects that others had avoided or failed to complete.
Influence and Recognition: Enhanced clients' influence skills and secured professional recognition.
Leadership Effectiveness: Assisted clients in setting clear direction, aligning teams, and implementing strategic actions.
Burnout Prevention: Implemented strategies to prevent burnout and sustain high performance at both individual and team levels.
Impostor Syndrome: Successfully reduced impostor syndrome beliefs and behaviors by 90%, leading to promotions, increased confidence, satisfaction, and improved leadership.

Team and Organizational Development:
C-Suite Team Coaching:
  • Enhanced Team Collaboration: The team improved its collaboration score to an average of 80% - a 50% increase.
  • Resolved Past Conflicts: Successfully addressed historical tensions and built stronger relationships.
  • Aligned on Strategic Direction: Developed and unified around a clear, shared vision.
  • Engaged the Organization: Motivated staff to support the new strategic direction.
  • Increased Resilience: Developed the ability to adapt to changing priorities with greater ease.
Conflict Resolution: Reduced leadership and team conflict by 50%, leading to increased efficiency and effectiveness.
Better, Fewer Meetings: Increased meeting productivity, faster team orientation to goals, reduced conflict, boosted work quality with pilot groups by 100%. Higher productivity due to "No Meeting Afternoons".
100% Improved Staff and Executive Onboarding: 90% faster, more effective integration and productivity of new staff and leaders.
90% Improved Team Collaboration: Organization-wide teams committed to cross-silo team work and quality improvements; individuals took responsibility for and drove measurable improved accuracy, speed and processes on projects
Improved Efficiency & Productivity: 20% improved efficiency and productivity at an individual leadership level, resulting in estimated annual savings of over $1 million for a team of seven leaders
Diverse Leadership: Fostered a 50% deeper understanding and appreciation of team members' diverse leadership styles, communication preferences, and motivational factors.
Leadership Development: Upskilled 50% of leaders in essential skills, capacities, and mindsets to navigate complex business realities and ambiguity.
Strategic Focus: Assisted teams in narrowing their strategic priorities to achieve tangible results.
Talent Acquisition and Retention: 80% improved hiring and retention of top-tier talent through holistic process improvements, executive buy-in, focused manager development programs, and streamlined onboarding processes.
Career Development: Increased talent retention by 35% through comprehensive career and professional development programming.
Organizational Culture: Strengthened leadership and management capabilities, fostering a culture of collaboration, excellence, and employee engagement. 40% of leaders bought in.
Leadership Pipeline: Prepared a cohort of 120 managers for leadership roles, mitigating talent gaps and ensuring a strong leadership pipeline.
Inclusive Workplace: Cultivated collaborative, inclusive, and growth-oriented workplace cultures. 50% increase in promotions into leadership roles of - females, people from other cultures, LGTBQIA, neurodivergent individuals.

Read what our clients are saying.

Are you ready to experience these results for yourself? Contact us today to learn how we can help you achieve your goals.

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