If you're sensing that something in your organization needs to shift, you're probably right. The fact that you're looking for support, rather than pushing through alone, says something about how you lead.
Let's TalkI work with leaders and organizations that are navigating change, whether that's a restructure, a team that needs to work together differently, or a leader stepping into a role that requires more than technical skill.
The work draws on change management methodology (I'm PROSCI-certified and ground my practice in Kotter's framework), CliftonStrengths coaching (I'm a Gallup Certified Coach), and a diagnostic instrument I developed over 25 years of being embedded inside organizations, not advising from the outside.
What I've learned in that time is that the change an organization needs usually runs deeper than the tool or initiative it came in asking for. A restructure doesn't fail because the org chart was wrong. It fails because people weren't supported in building new ways of working together, and nobody invested in helping them do that. That's where the real work lives, and that's the work I do: I build the frameworks, lead the workshops, coach the leaders, and help organizations develop the internal capacity to keep going after I leave.
CliftonStrengths team sessions, leadership alignment workshops, strategic working sessions. Half-day or full-day. In person throughout New England or virtual anywhere.
Your team leaves with a shared language for how they work together, a clear picture of where they complement and where they collide, and practical strategies they can apply the next morning. I also train managers to keep the work going after the session, because a one-day workshop that isn't reinforced doesn't stick.
Individual CliftonStrengths coaching or the Bay Architecture Assessment, or both, because the individual work and the organizational work are rarely separate.
Coaching is six sessions over three months, built around your Full 34 assessment and applied directly to the leadership questions you're facing. The organizational diagnostic is a structured instrument, 67 questions across multiple perspectives, plus stakeholder conversations, synthesis, and a sequenced roadmap that tells you what to address in the next 30, 90, and 365 days.
For organizations in active transition (a restructure, a leadership change, a strategic shift) where having a consistent thinking partner over six to twelve months makes the difference between a change that's managed and one that lands. This typically looks like a regular rhythm of working sessions with the leadership team, combined with coaching for individual leaders and periodic check-ins with the broader organization. The scope is designed around what you're navigating, not a fixed package.
"An excellent thought partner and an all-around delight to work with."
"After one session I felt like I was moving forward professionally."
"Thoughtful, patient, positive, strategic, and so fun."
You tell me what's going on. I listen for where the friction lives, and I'll tell you honestly whether I'm the right fit, or whether something else makes more sense first.
Thirty minutes. No pitch.
Let's Talk