Leadership Development
Leadership takes place at the intersection of strategy and culture—it's about finding the most effective and collaborative ways to solve the most challenging problems (strategy), while building trust and rapport with those you work with (culture).
My approach to leadership development attempts to address the fundamental mindsets and patterns that shape leadership effectiveness. Through experiential learning and reflective practice, leaders discover how to:
- Get out of their own way and see their strategic landscape clearly
- Understand what their people need to perform at their best
- Set clear direction and clear expectations based on reality
- Manage up by owning decisions that prioritize people's best work
- Foster collaboration through clear agreements and shared ways of working
- Delegate and navigate power, take accountability, and hold others accountable in a way that builds trust rather than destroying it.
Programs range from day-long workshops and short workshop series to comprehensive leadership journeys, each designed around the principle that less intervention, precisely placed, creates more significant transformation.
Good strategy is the result of domain expertise and systemic insight. Good culture is the result of ways of working that tap into collective intelligence.
Organizational Culture
Organizational culture isn't created through purpose and values statements—it emerges from countless daily interactions, decisions, and patterns of attention and behavior. Culture is formed between people, in the informal and invisible dynamics that determine how people treat each other and approach their work.
Drawing from ethnographic methods, systems thinking, and innovation practice, I help organizations:
- Understand and support organizational culture as a living system
- Identify the invisible patterns that reinforce current realities
- Discover the minimal shifts that allow new patterns to emerge
- Design interventions that work with human nature rather than against it
- Create conditions for psychological safety and creative tension
Culture work begins with deep listening—mapping the current territory before attempting to change it. This foundation of understanding enables precisely targeted interventions that respect the organization's history while opening new possibilities.
