Consulting

Strategic support to strengthen leadership, align talent, and lead through change.
Services are organized into four core areas:

1. Organizational Readiness
Evaluate leadership capacity, clarify role expectations, and uncover what’s needed for alignment and growth. This includes:

Organizational Diagnostics & Gap Analysis


A structured, in-depth evaluation of current leadership capacity, team dynamics, and skill gaps. This process helps align people with strategy, strengthen team effectiveness, and prepare for growth and change.

Key components include:

  • Talent & Skill Assessments: Surface strengths, development needs, and capability gaps across individuals and teams.

  • Role Alignment Analysis: Define essential skills and competencies needed for key roles, aligned with strategic priorities.

  • Strategic Recommendations: Provide actionable insights and next steps to close capability gaps and build resilient, high-performing teams.

  • Integration Opportunities: Diagnostic findings often inform broader leadership planning, development strategies, or coaching engagements.

Leadership Role Profiling

Ensure your organization clearly defines the capabilities, behaviors, and success factors required for key leadership roles. This clarity supports smarter hiring, promotion, succession planning, and development—anchored in strategy.

Key components include:

  • Core Competency Mapping: Identify essential skills, mindsets, and behaviors for success in each role.

  • Strategic Alignment: Profiles are developed in context—grounded in your organization’s goals, values, and future direction.

  • Development Insights: Highlight priority growth areas to inform development plans and support internal mobility.

2. People Development Strategy
Assessing leadership and supporting individual growth in ways that align with organizational strategy and future capability.

Talent Assessment & Growth Planning


Clarifies strengths, aligns goals, and supports purposeful growth. This offering helps organizations understand the capabilities and potential of their existing talent—what individuals bring, where they can grow, and how that growth aligns with team and organizational priorities. Through thoughtful assessments and tailored development plans, employees are supported in setting meaningful goals and building the capabilities they need to succeed.

Key components include:

  • Individual Talent Assessments: Tailored evaluations that surface strengths and development areas, supporting alignment with role expectations and organizational goals.

  • Customized Development Plans: Personalized growth strategies based on role, team dynamics, and broader organizational context.

  • Progress Metrics & Milestones: Structured tools to track growth over time and support accountability—often integrated with coaching.

  • Integrated Coaching Support: When paired with coaching, development plans come to life through insight-driven conversations, ongoing feedback, and measurable progress.

Leadership Development


Expands leadership capacity through applied learning, coaching, and aligned growth. These offerings are designed to build the skills, confidence, and adaptability leaders need to navigate complexity and lead effectively. Programs are practical, strategic, and often paired with coaching to deepen impact.

Key components include:

  • Applied Learning Journeys: Multi-session programs that guide leaders through setting goals, applying new behaviors, and reflecting on impact—all grounded in real-time challenges and opportunities.

  • Custom Leadership Intensives: Short-term, high-impact engagements focused on strategic thinking, leading through change, or stakeholder alignment.

  • Team-Based Leadership Labs: Facilitated sessions to help intact or cross-functional teams strengthen communication, trust, and accountability.

  • Values-Aligned Leadership: Sessions that help leaders clarify personal values, leadership style, and cultural alignment.

3. Leadership Continuity
Build a future-ready leadership pipeline and ensure smooth transitions in critical roles.

Succession Planning


Proactive strategy to develop internal talent and ensure key roles are backed by ready successors. This minimizes disruption and promotes long-term organizational stability.

Key components include:

  • Talent Identification & Evaluation: Structured assessments to understand individual strengths, readiness, and alignment with future leadership needs.

  • Leadership Development Integration: Succession plans are supported with targeted development, coaching, and mentoring aligned to role requirements.

  • Competency Mapping: Clear articulation of the skills and capabilities required for key roles to guide development and planning.

  • Future-Readiness Planning: Long-term strategies that align succession with organizational growth, culture, and transformation goals.

Leadership Transition Planning
 Leadership transitions are pivotal moments that require clarity, structure, and support. This service ensures that incoming leaders are set up for success, while capturing and transferring the knowledge, relationships, and context critical for continuity.

Key components include:

  • Transition Roadmap Development: Step-by-step planning to ensure a clear, confident handoff of responsibilities, relationships, and decision-making authority.

  • Knowledge Transfer & Documentation: Structured interviews, documentation tools, and knowledge capture sessions to preserve institutional memory and key insights.

  • Mentorship & Shadowing Support: Planned opportunities for outgoing and incoming leaders to connect through guided engagement and knowledge-sharing.

  • Stakeholder & Team Integration: Communication and onboarding strategies that align the team, clarify expectations, and build early momentum.

4. Change Management
Equipping leaders and teams to navigate disruption and lead through change with clarity and confidence.

Change Management Strategy helps organizations lead through complex transitions—whether implementing new systems, evolving team structures, or shifting strategic direction. Grounded in the Prosci® ADKAR® model and other evidence-based frameworks, this service ensures leaders and teams remain engaged, aligned, and resilient throughout the change process.

Key components include:

  • Change Communication Planning: Clear, consistent messaging strategies that promote transparency, alignment, and trust.

  • Stakeholder Engagement & Buy-In: Stakeholder mapping, impact analysis, and coaching plans that surface concerns, build ownership, and reduce resistance.

  • Transition Support & Resilience Building: Coaching, ADKAR® assessments, and manager enablement tools to help leaders guide teams through uncertainty and maintain momentum.

  • Integration with Broader Strategy: Change plans are aligned with business goals and often integrated with leadership development, talent planning, or culture initiatives.

  • Sustainability & Reinforcement: Reinforcement strategies, feedback loops, and simple success metrics to ensure adoption and long-term impact.