Six ways we work with organizations.
Every engagement opens with the same conversation, about what is actually breaking. What follows is one of these six.
People Leadership Development
Multi-month cohort programs built around your L&D needs and the organizational pain your leaders actually feel.
Nothing comes off a shelf. We start by asking what is breaking: the manager who avoids the conversation, the team that waits for permission, the handoff that fails every quarter. The cohort is designed on that, then run long enough that the new behavior becomes ordinary rather than memorable.
Executive Coaching
One to one engagements for senior and mid-level leaders sharpening impact, navigating a transition or stepping into a bigger role.
Coaching only works when the leader chooses it, so it starts with a chemistry call. Either the relationship can hold candor or it cannot, and that is worth knowing before anyone signs. From there the focus is contracted in writing, which makes progress something you can point at rather than something you feel.
Priority Planning and Identity
Advisory for organizational priorities and SMART goals with a manageable 18 to 36 month plan for implementation.
Most strategy problems are translation problems. The plan exists, it just does not survive contact with the second and third layer of the organization. This work turns it into language and priorities the whole leadership team can repeat without the deck in front of them.
Assessments for Impact
Certified in EQ-i 2.0 for emotional intelligence and AQai for adaptability, with debriefs that turn a profile into a plan.
An assessment on its own changes nothing. It becomes useful in the conversation afterward, where a leader sees the pattern, names it out loud and decides what to do differently on Monday. Every assessment here ships with that conversation attached.
360 Feedback and Plans
Full-cycle 360 administration, and the debrief that turns a wall of feedback into two or three things worth changing.
A 360 fails in one of two ways. Either nobody tells the truth, or everybody does and the leader drowns in it. The value sits in the design of the questions and the discipline of the debrief, whose job is to narrow rather than to summarize.
Elevated Coaching Skills
A session series that turns your managers into coaches, with AI-enabled practice so they rehearse before the real conversation.
Development stops when the outside coach leaves, unless the managers can carry some of it themselves. This series teaches one sequence, observe, listen, ask and own, then makes people practice it until it stops feeling like a script.
Not sure which of the six fits your situation.
That is what the first conversation is for. Bring the problem as you would describe it to a colleague. If none of this is the right answer, you will hear that too.
Contact us
Leadership development and executive coaching. Based in Atlanta, working globally in virtual, in-person and hybrid formats.