Leadership Coaching

Challenges You Face

  • Becoming a more effective leader
  • Developing a high-performing leadership team
  • Engaging the whole organization

Your Underlying Questions

  • How do I get my team to listen to me?
  • How do I get my team to take initiative?
  • How do I make my B team into an A team?
  • How do we get everyone in the organization to take more ownership of our future success?
  • How do we tap into the intelligence of everyone in the room, so that 1+1+1 =10 and not -3?
Beyond executive coaching: a blended approach for developing high-performing leaders and teams.

Coaching a leader without seeing the leader in action is a bit like coaching a basketball team without being on the court. You don’t have nearly enough data to identify the leader’s strengths and weaknesses, and you have no way of knowing what is the most important first step for him to take in creating a high-performing team, let alone the next step after that.

We have found in-the-moment data collection on leader/team dynamics to be an incomparably rich foundation for effective coaching of leaders and their teams. With this high-impact approach, we observe leaders and their teams interacting in their regularly scheduled weekly business meetings, then immediately conduct 1:1 coaching sessions with the leader. Through a 6-12 month engagement that includes targeted coaching and feedback, as well as spot coaching for team members and the design and facilitation of quarterly off-sites, expect dramatic—even exponential—improvement in the effectiveness and satisfaction of the leader, the team, and the organization.


Participatory Strategy

Challenges You Face

  • Developing a strategy that the whole top team can fully support
  • Getting everyone in your organization moving in the same direction
  • Enabling better decision making deeper in organization

Your Underlying Questions

  • How do we keep evolving our strategy?
  • How do we design a process that engages the whole organization in thinking about our future and is tightly linked to the top team’s thinking?
  • How do I productively engage my whole top team in strategy, yet still converge on a focused strategic plan?
  • How do I empower people but keep them focused on executing against our core business priorities?
  • How do we safely engage partners and supply chain members in our strategic thinking?
  • What small strategic experiments can we design?
Get better ideas, better strategy, more ownership and faster implementation by engaging your people in creating the strategy.

The days of strategy being developed by outside consultants in a black box, or by the top leadership team alone, are numbered. When your people have been handed a strategy to implement, they respond to the inevitable barriers to successful implementation by giving up. When they have participated in developing the strategy and have a sense of ownership of it, they use their creativity and skills to turn barriers into opportunities. In our approach to strategy, while still informed by expert analysis, we design the conditions for you and your team to develop and execute on your own strategy. Whether working with an organization or a network, the result is a win-win: a more adaptive strategy and more loyal and engaged stakeholders. Of course, participatory strategy is much harder to do than to say: complex personalities, cultural blind spots, politics, and conflicting commitments are common barriers to true collaboration. That’s why you hire us—not to hand you your strategy but to help you design an effective process of creating it yourselves.


Organizational Development

Challenges You Face

  • Getting better at collaboration, innovation, learning, and decision making
  • Shifting (or maintaining) culture, mindsets, behaviors, and results
  • Reducing friction around getting things done
  • Making your organization a place where people thrive

Your Underlying Questions

  • How do we create a culture of accountability?
  • How do we get people to stop being so territorial? To stop hoarding information? To get aligned and heading in the same direction?
  • How do I design my company for both efficiency and innovation?
  • How do I bring process to my company without creating a bureaucracy that kills our innovative entrepreneurial spirit?
  • How do we live our values?
Whether you are a multinational company or a 3 person start up, organizational change starts with good leadership.

If you aren’t on your own journey to becoming the leaders that the future organization needs, you can’t lead with integrity, won’t inspire others, and definitely aren’t capable of leading by example. Employees will smell their lack of skin in the game a mile away and be unmotivated to make their own changes. Organizational transformation also starts at the top in terms of vision. If you engage the organization in creating a compelling vision for the future, then the required shifts in mindsets, behaviors, culture, and business processes are more palatable. People are motivated because they want to help make the future organization a reality.

Many failed change efforts rely on communications designed to be delivered to employees by leaders. These fail because one-way communications don’t work. Instead, we design organizational change processes as a series of rich conversations between levels and functions, both online and offline. We focus on teaching you how to do what we do, and we design the change process to reinforce the new culture. In other words, the culture change process starts on Day 1, and it starts with you.


Effective Collaboration

Challenges You Face

  • Developing healthy partnerships
  • Getting diverse stakeholders onto the same page
  • Creating shared understanding
  • Engaging in collective problem solving

Your Underlying Questions

  • How do we get critical functions in our organization working better together?
  • How do we develop thriving collaborations with our external partners?
  • How do we align and activate our network?
  • How do we get people who have been fighting for decades to listen to each other and develop a shared understanding of what is possible?
Effective collaboration begins with productive conversations.

Collaboration is an increasingly essential skill in the modern work world. Whether you’re working with project teams, cross-functional collaborations, strategic partnerships, supply chain relations, multi-stakeholder conversations, or network building, the basic challenges and skills are the same.

Effective collaboration begins with creating shared understanding of what each party wants, what you want together, and how you can collaborate toward shared goals. In addition, understanding how each party unintentionally gets in the way of others’ success is critical and often opens up surprising opportunities. It’s a lot easier to turn “accidental adversaries” into “intentional allies” with the support of an outside party. We help you develop specific practices, skills, processes, and structures to foster healthy collaboration. You emerge from our work together ready to bring what you’ve learned not only to your work collaborations but to the rest of your life as well.