I work with leaders and organizations at the point where they know something needs to shift: a restructure, a team dynamic, a transition they can see coming. They want to approach it deliberately rather than reactively.
The work I do sits at the intersection of change management, leadership development, and organizational diagnostics. I'm PROSCI-certified and ground my change practice in Kotter's 8-Step framework. I'm a Gallup Certified CliftonStrengths Coach. And I built a diagnostic instrument, the Bay Architecture Assessment, from over 25 years of being inside organizations, not advising from the outside.
What ties it all together is a conviction I keep coming back to: the change an organization needs usually runs deeper than the tool or initiative it came in asking for. My job is to help you see where the real work is, and then build the capacity to do it.
CliftonStrengths team sessions, leadership alignment workshops, and strategic working sessions. Each one is designed around what your team needs, not a generic agenda.
A CliftonStrengths team workshop gives your people a clear picture of what each person brings, where the friction is coming from, and how to build around each other's strengths instead of working around each other's gaps. I bring the Gallup framework. I also bring over 25 years of reading rooms, knowing when a group is ready to go deeper and when to hold steady.
The workshops are practical. Your team leaves with strategies they can use the next morning, not a motivational high that fades by Wednesday. And I train your managers to reinforce the work after I leave, because a one-day session that nobody follows up on doesn't change anything.
Half-day or full-day. In person throughout New England, or virtual anywhere.
For individual leaders, the work is CliftonStrengths coaching: six sessions over three months, built around your Full 34 assessment and applied directly to your role. We go beyond the assessment report (which most people read once, feel seen for about ten minutes, and then put in a drawer) and turn your strengths into a working practice. How you communicate, how you make decisions, where you over-extend, what happens under pressure. You leave knowing how to lead as yourself, not from someone else's template.
For organizations, the work often begins with the Bay Architecture Assessment, a 67-question diagnostic instrument completed by you and your leadership team, designed to surface where your organization's perception and its operational reality diverge. The assessment is followed by stakeholder conversations, synthesis, and a sequenced roadmap: what to address in the next 30, 90, and 365 days.
In practice, the individual and organizational work are rarely separate. A leader who understands their own wiring makes better decisions about the organization. An organizational diagnostic often reveals that the team needs CliftonStrengths work. I don't force a boundary between the two. The work goes where it's needed.
Some transitions take longer than a workshop or a three-month engagement. A restructure that's rolling out over two quarters. A leadership team that's forming and needs support through its first year. A strategic shift that requires someone who can hold the whole picture while the day-to-day keeps moving.
Retained advisory is a six-to-twelve month partnership, typically structured as a regular rhythm of working sessions with the leadership team, individual coaching for key leaders, and periodic check-ins with the broader organization. The scope is designed around what you're navigating, not a fixed package.
This works best when you want a consistent perspective from someone who understands your organization well enough to push back when it matters, not just agree with the room.
Thirty minutes. You tell me what's going on. I'll tell you honestly whether I'm the right person for it, and if so, what makes sense as a starting point.
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