Consulting
Through a multi-modal approach, we create engaged and enlivening interventions on any or all of these levels of organization life.
Culture Shift
Ultimately an organization can shift its culture through intentional processes and practices, and it can contribute to the bettering of communities with which it engages. To analyze the impact and reach, bring clarity and focus to your purpose, and work toward positive change is empowering to stakeholders, both internal and external.
Organizational
Organizations are Living Systems. They work best when parts are interconnected and information is free-flowing, when members are given tools and voice, and when stakeholders are engaged and involved. Learn to analyze the systems and structures operating, ask deeper questions, and uncover new possibilities.
Team/Group/Dept
Team effectiveness is enhanced through understanding group dynamics. Get a window into the operations of your team, learn to name and shift norms, and choose the ideal behaviors and values which bring life to your team. Interdependence leads to increased collective intelligence.
Interpersonal
Interpersonal interventions are grounded in the belief that any two people can work together. With proper time and attention, relational capacity can be enhanced between individuals which will positively reverberate across many organizational relationships through enhanced social-emotional intelligence.
Individual
Leadership coaching supports you to become the leader you were meant to be. Individual work can be beneficial when you feel stuck or are getting feedback you can’t seem to change. We are each complex beings with profound capacity. A coach will help you to level up your confidence and effectiveness.
Our approaches:
Our APPROACHES, grounded in Organization Development processes, may include:
Appreciative Inquiry is an asset-based methodology grounded in generativity, leadership and organizational behavior.
Human Centered Design is a deep exploration into lives, problems and unmet needs of those affected, HCD shifts away from experts “knowing” the answer to listening to the lived experiences and testing hypotheses together.
Change Management is an umbrella term capturing a variety of methods which set context, build frames, and communicate change. Attending to the PEOPLE as they adapt to new SYSTEMS.
Critical Participative Action Research is a framework for engaging research with communities interested in documenting, challenging, and transforming conditions of social injustice.
Living Systems are complex, adaptive, systems which respond to changing circumstances with greater complexity and order as needed. They are self-organizing.
Our methodology:
Our METHODS are highly participative, experiential and emergent:
Participation from relevant levels and stakeholders generates buy-in and accurate perspectives on your organization in partnership with the community.
Experiential learning and grappling with “live” issues are how adults learn best and including the lived experiences of clients, employees, partners and other stakeholders is paramount to shaping your organization toward becoming the best version of itself.
Emergent is a key element in creating openness and possibility: it evolves according to the needs of the institution: emergent design of this process (we can’t know exactly what it will be), emergent ideation from stakeholders (discovering new information and allowing that to shape the organization), and emergent possibilities for the organization (creating new structures and systems).
Organization Development
Change is a constant. Organizations are most effective when they evolve and change with the many systems which influence them, both internal and external. OD shows the way for orgs to become a better version of themselves.
HIGH FEEDBACK TEAMS
Feedback is data. Teams become alive when data is actively shared, when connections are clear, and when diversity of perspectives are engaged.
eQUITY & BELONGING
Embrace and deepen your diversity initiatives by understanding equity and enacting inclusion and belonging. Go beyond words and performance to assessing and creating real change.
STRATEGIC CHANGE
Strategy is a mindset, a journey, an emergent process, not a fixed plan. Strategic change is a continual iterative process based on inquiry toward the future. Flexibility and adaptability must be built into its form and usage.