Leadership in Practice
Real leadership work with CEOs, executive teams, boards, and mission-driven organizations
STRATEGIC PLANNING FACILITATION - BOARDS, ASSOCIATIONS & NON-PROFITS
Creating strategic clarity across diverse stakeholders
Diverse stakeholder expectations and shifting pressures left leadership without clear, actionable priorities.
Aligned priorities, confident decisions, and reduced strategic drift.
CEO COACHING - GROWTH AND TRANSFORMATION
Stabilizing culture and leadership trust during rapid growth
A CEO leading a technology and engineering organization was navigating rapid growth and organizational transition. While business performance remained strong, early indicators of cultural strain emerged—reduced trust, leadership tension, and inconsistent communication across teams.
THE SITUATION
As complexity increased, the organization outgrew its informal leadership habits. Leaders were working hard but lacked shared expectations for how to lead, communicate, and make decisions during change. Without intentional leadership alignment, culture became fragile.
THE LEADERSHIP CHALLENGE
THE WORK
As an executive partner, the work focused on helping leaders:
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Increase leadership self-awareness
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Strengthen emotional intelligence and trust
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Reset leadership expectations during growth and uncertainty
The emphasis was not on fixing people, but on strengthening leadership habits that shape culture.
WHAT CHANGED
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Improved trust and working relationships
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Clearer leadership expectations during change
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More consistent communication and alignment
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Increased confidence in navigating growth
LEADERSHIP INSIGHT
"Culture reflects leadership habits. When habits evolve with complexity, trust follows.
EXECUTIVE TEAM CONSULTING · LEADERSHIP DEVELOPMENT
Building leadership capability to sustain growth
A growing, family-owned organization recognized that continued success required stronger leadership capability at every level. Informal leadership development was no longer sufficient to support scale.
THE SITUATION
The organization lacked a shared leadership model and consistent expectations. Leaders performed well individually, but leadership behaviors varied widely across teams, limiting alignment and long-term performance.
THE LEADERSHIP CHALLENGE
THE WORK
As an executive partner, the work focused on helping leaders:
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Listening to leaders and employees to understand culture and leadership needs
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Designing a company-specific leadership model using the organization's language
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Embedding leadership development into hiring, development, performance, and compensation
Leadership development was treated as a system, not a program.
WHAT CHANGED
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Improved leadership performance and bench strength
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Increased employee engagement and retention
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Clear leadership expectations across the enterprise
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External recognition for innovation in leadership development
LEADERSHIP INSIGHT
"Leadership development works when it is integrated into how the organization operates—not added on."
ORGANIZATIONAL CONSULTING · STRUCTURE & EXECUTION
Reducing organizational confusion to unlock growth and innovation
A technology and engineering organization entering a new growth phase experienced confusion around roles, workflows, and decision authority. Operational inefficiencies increased, innovation slowed, and turnover rose in high-demand roles.
THE SITUATION
The organization's structure no longer aligned with its strategy or culture. Employees were unclear where accountability sat, creating frustration and slowing execution.
THE LEADERSHIP CHALLENGE
THE WORK
As an executive partner, the work focused on helping leaders:
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Listening to employees and leaders across the organization
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Mapping critical workflows and decision points
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Redesigning organizational structure aligned to strategy and culture
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Embedding change management to support adoption
WHAT CHANGED
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Improved clarity around roles and accountability
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Faster execution and decision-making
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Reduced employee frustration and turnover
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Sustained year-over-year growth
LEADERSHIP INSIGHT
"As organizations grow, clarity—not effort—is the primary driver of performance and retention."
STRATEGIC PLANNING FACILITATION · BOARDS, ASSOCIATIONS & NON-PROFITS
Creating strategic clarity across diverse stakeholders
A large regional association and several small-to-mid-sized nonprofit organizations faced increasing complexity, shifting external pressures, and diverse stakeholder expectations. Leadership needed a clear, actionable strategy to guide decisions.
THE SITUATION
While commitment to mission was strong, leaders lacked shared priorities, clear tradeoffs, and alignment between governance and execution.
THE LEADERSHIP CHALLENGE
THE WORK
As an executive partner, the work focused on helping leaders:
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Listening to board members, executives, and key stakeholders
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Facilitating strategic planning focused on clarity, priorities, and tradeoffs
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Translating strategy into actionable leadership and governance commitments
The emphasis was on strategy leaders could execute—not aspirational plans.
WHAT CHANGED
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Clear strategic priorities and success measures
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Stronger alignment between boards and executive leadership
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Improved decision confidence and focus
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Reduced strategic drift
LEADERSHIP INSIGHT
"Strategy works when leaders are clear on what to prioritize, what to stop, and how decisions get made."