Our Services

We provide 360 Degree Feedback to support your leadership growth and development. Our reports help leaders obtain a holistic view of their impact on the people around them and more specifically, how their actions affect their direct reports, managers, and other critical stakeholders.

Our comprehensive leadership assessments deploy a multi-method approach to evaluate an individual’s potential to perform in a specific role and environment. Designed to be used in the context of development and selection, our assessments weave together insights from a number of sources to highlight an individual’s distinctive qualities, unique strengths, and growth opportunities or potential derailers. Finally, we provide executives with a set of actionable development priorities to empower them apply their learnings and immediately start strengthening precise leadership muscles. Our reports are tailored to the organizational context in order to best support talent development and increase confidence in investments.

Already have your own competency model, psychometrics, or other modalities? Great! We can partner with you to on the interpretation of your tools and ghostwriting.

The earliest days in a new position are a critical window for new leader. Done right, onboarding presents an opportunity to build momentum early. We offer customized support to help new CEOs and senior executives accelerate their integration:

• Build trust early

• Build credibility

• Align with key stakeholders

• Understand operating and cultural norms

• Prepare to take on operational ownership

• Start strategic planning

Our coaching engagements help leaders develop their capabilities and enhance their effectiveness. We can focus our time together on specific business challenges including change management, or we can leverage various assessment tools to help leaders learn about themselves and how they show up. Meeting one-on-one at regular cadences enables us to hold accountability and maintain momentum by tracking measures of success.

Alignment is critical to success. One area of alignment that is far too often overlooked yet critical to organizational direction is crystalizing key success factors of a leadership role. Our Success Profiles define prioritized experiences, subject matter expertise, and capabilities that a leader will need to flourish in a specific role and ultimately lead an organization into its desired future. Our profiles also encapsulate strategic priorities as seen by existing members of a leadership team or other key stakeholders, cultural considerations, attributes of an existing team, and market trends.

Best-in-class succession management requires deep understanding of strategic direction and organizational context. Before diving into role specific needs, we start with investigating your firm’s operational norms and strategic priorities now and in the future. Our goal is to offer both tactical and strategic support to develop your talent bench and help manage delicate transitions.

Designed to be low friction and high impact, our team interventions are supported by platform tools that drive performance and broaden engagement. Our team development work strives to create a “We Culture” within team; emphasizing the whole over individual parts.

Research shows that resilient teams prevail in the long-term as compared to others. What defines resilience? Resilient teams are able to engage with adversity, sustain performance in the face of significant odds, rebound more quickly than average, and learn and grow from their experiences. We use a survey rooted in organizational development, behavioral psychology, as well as academic and practical research to gain insight into individuals’ and team’s connection, attitude, direction, adaptability, and performance.

Want to put action to insights? You will have access to your results for a full year after the survey along with suggested interventions based on your results. Should you want a trusted adviser to support team development, we are ready and able to partner with you. We recommend retesting after six months to a year to hold accountability and encourage momentum.