Accountability should be an organizations most powerful learning tool. Instead, today, it is almost always the "club" to punish whomever made the mistake. How do we drive fear out of the equation and help people take ownership of their responsibilities?

How do we design learning experiences that accomplish important work at the same time that we grow our talent?

Breaking down "silos" and building effective bridges should be the goal of every manager. Boundary Spanning Leadership is a relationship development process that requires the correct steps if organizations are to be successful.

Forming, building, and maintaining the high-performance team is an art and not something left to chance. For the leader, it is a "front-loaded" activity requiring much forethought before the first meeting ever takes place.

Change Leadership requires authenticity if the leader is to gain the trust of those that are being asked to create and implement the change. Building and maintaining trust in the process is the hallmark of an effective change initiative,

Changing organization culture requires understanding why the current or old culture is preferred over anything new or different. People know how to success in the current. There is a great deal of unknown of how a new culture may impact in the individual, team or department. That where my must start!

In the end, we are seeking clarity between people in both content and intent. Through this clarity we help people become fully accountable for our words and deeds to build trust between people through transparency. This is how to build a business based on values, integrity, and honesty.

When feedback becomes a process tool for development, it can enhance performance and encourage effective working relationships for both the giver and the receiver. How do we make feedback become something to be valued, rather than avoided.

Taking a systems approach to talent provides that can provide clarity to all at every step in the people leadership process.

A share purpose or vision, integrated processes, and company wide accountability are the outcomes of an effective leaderful culture, Taking time to assess if these outcomes are present is the leader's job and one that he/she/they do constantly.

An organizational network analysis that can identify how actual work happens on a day-by-day basis. TIdentify roadblocks to efficiency, effectiveness, and non-value-added activities. We emphasize how the individual builds effective networks, not bigger.

Polarities are ongoing, chronic issues that are unavoidable and unsolvable. There is significant competitive advantage for those leaders, teams, or organizations that can distinguish between a problem to solve and a polarity to manage and are effective with both.

Creating an intentional leadership strategy that ensures you have the right people in the right places coordinating their work for the good of the entire company.

Examining how we develop over time (or not) through powerful life events.

Leadership is complex. It is contextual. It is all about finding language to see the world anew.