We’ve been helping organizations and the individuals in those organizations grow and thrive for nearly 20 years. We’ve worked in many different industry sectors including Oil and Gas, Manufacturing, Technology, Health Care and Financial Services.

22392438_mWe’ve worked with business leaders to create and staff new organizations and project teams. We’ve designed, implemented and managed accelerated development programs, created competency models, job playbooks and mentoring, apprenticeship and job-shadowing programs. We’ve coached leaders, managers and young professionals, developed and implemented 360 degree assessment programs and taught managers how to give and receive feedback. We’ve helped organizations identify and prioritize critical knowledge. We’ve elicited, modeled and packaged deep knowledge from leaders and subject matter experts and developed succession and transition plans. We’ve worn many hats, with a common theme of helping to improve how people think, learn, grow and relate to each other.

Today, our primary focus is on creating what Robert Kegan and Lisa Lahey call Deliberately Developmental Organizations (DDOs). As they state in their book An Everyone Culture, “A DDO is organized around the simple but radical conviction that organizations will best prosper when they are more deeply aligned with people’s strongest motive, which is to grow. This means going beyond consigning “people development” to high-potential programs, executive coaching or once-a-year off-sites. It means fashioning an organization culture in which support of people’s development is woven into the daily fabric of working life and the company’s regular operations, daily routines and conversations.”


A Sampling of our Programs and Tools:



Wouldn’t be great if you could see ahead of time how well a new hire fit the job, the team and the company culture? What if you could do the same thing for organizations you’re thinking about putting together or companies you’re thinking about buying? Our Fit Assessment tools enable us to quickly and easily assess fit across several dimensions. We provide a visual, easy to use report that shows areas of fit as well as potential problem areas. We can also compare several candidates across domains, highlighting common themes, tradeoffs and areas to explore further.



Every team, no matter how long they’ve been together or what the focus, needs a tune-up from time to time. Our Team Tuneup involves individual assessment of strengths, values and temperament, Group Dynamic reports (what we look like as a team), a facilitated workshop where we learn about each other and develop strategies for being more effective as a team, and coaching check-ins to ensure what we learned and agreed to stays active and gets integrated into day-to-day activities and behaviors.



We provide assessments, tools, processes and coaching that help individuals better understand who they are, how they’re wired and where they’re likely to find meaning and purpose. We help them become more engaged and effective in their job, better understand and relate to the people around them and take responsibility for their own personal development. We help them development emotional, relational and cognitive competencies, learn how to give and receive feedback and ultimately thrive in a team environment.



Typical cultural assessments only get at espoused values. Our tools enable us to see and make explicit the cultural architecture or deep, hidden values and beliefs of the organization. We mine language and ritual, discern patterns and themes, then craft a dynamic cultural map that not only shows where things are today, but what to do to move them toward an ideal state.



We’ve been eliciting, organizing and packaging knowledge from subject matter experts for more than twenty years. We specialize in getting at deep smarts that are difficult to articulate and difficult to make sense of. Our tools and methods enable us to quickly capture, model and package knowledge so that it can be utilized by other people in the organization. See for more information.



A Job Map makes explicit the requirements and expectations of the job. In other words, it outlines what a person in the job needs to know and be able to do. The “what” of the job is described in terms of tasks, results and the skills or competencies that typically enable those results. This is a subtle but important shift in focus from skills or competency development to results-focused development. This approach says to the employee – this is what we expect of you, how you get there is your call. There is no one-size-fits-all training curriculum. We don’t measure how much training you’ve done, we measure how well you do the work. And the way we measure how well you do the work is by the results you achieve.

A Job Playbook is the incumbent’s guide to the job. It helps you know what to do and how to accomplish the tasks and produce the results outlined in the Job Map. The number one objective of a job playbook is to enable someone new to the job to quickly become productive, eliminate wasted time spent looking for information, trying to figure out what to do, who to talk to and where everything is.