This work often includes leading strategic planning processes that help organizations clarify vision, goals, and priorities while also addressing roles, decision-making, and how work gets done day to day.  It is especially useful during periods of growth, transition, or when leaders and boards need clearer alignment around direction and responsibility.

The Process:

1. Clarify the needs and/or wants with organizational leadership to understand what feels unclear, stuck, or misaligned.

2. Gather input from stakeholders through interviews, group conversations, surveys, and document review.

3. Name patterns and gaps. Identify where roles overlap, decisions stall, or expectations differ.

4. Clarify roles and decision-making by defining who does what, how decisions are made, and where accountability lives.

5. Work with boards directly to address board structure, expectations, onboarding, and ways of working together.

6. Facilitate alignment and planning by leading structured conversations that bring clarity to priorities and next steps.

7. Support implementation and adjustment as changes are put into practice, refining what isn’t working yet.

Executive coaching is one-on-one work with senior leaders who are navigating complexity, growth, or transition.The work focuses on helping leaders see more clearly what’s happening around them, understand how they are being experienced, and make more intentional choices in how they lead.

The Process:

1. Start with context. Understand the leader’s role, relationships, challenges, and goals.

2. Conduct a 360-feedback process to capture a in the moment snapshot of how your leadership is perceived, highlighting strengths, growth areas, and broader organizational dynamics through confidential interviews with those around you.

3. Pull together themes around strengths, pressure points, and opportunities.

4. Identify a small number of priorities to guide the coaching.

5. Focus sessions on current decisions, conversations, and leadership moments.

6. Check progress and adjust. Revisit focus areas as the leader’s context evolves.

7. Reflect on what has changed and what practices will continue.

This work helps teams work together more effectively by addressing communication, trust, and accountability in the context of real work.  Rather than offering pre-set trainings, learning experiences are shaped around what teams are dealing with.

The Process:

1. Understand the team’s reality. Talk with team leaders and members about what’s working and what’s difficult.

2. Identify what the team wants to do differently after the work.

3. Design workshops, retreats, or multi-session work based on the team’s needs.

4. Facilitate the work paying attention to facilitating conversations that address real issues directly.

5. Practice with real examples using the team’s actual challenges so learning sticks.

6. Clarify ways of working on the team, commitments, and next steps.

7. Revisit and support follow-through in day-to-day work.

Program evaluation helps organizations understand the impact of their programs and how that information can be used moving forward. This work often provides the data needed for grant writing, reporting, and planning while also offering insight organizations can use to strengthen their work.

The Process:

1. Clarify purpose and use by identifying what needs to be learned and how findings will be used.

2. Design the evaluation. Select surveys, interviews, and focus groups that fit the program and audience.

3. Collect input. Gather honest, accessible feedback from participants and stakeholders.

4. Identify themes, outcomes, and areas of change.

5. Translate findings. Present results in clear language that is easy to understand and use.

6. Support reporting and next steps. Provide data and language for grants, reports, and planning conversations.