About Us

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We have a very specialized focus in our coaching and consulting:

1) New Manager training and Leadership coaching to set a manager up for success which includes:

• Feedback model based on "Radical Candor"
• Expectation-Setting and Accountability
• Patrick Lencioni's "6 Types of Working Genius" facilitation.
• The importance of the WHY behind what you are asking of your employees.

2) Development of leadership 

skills in a healthcare setting.

Good clinical skills rarely translate to good leadership ...it's a totally different skillset that we have proven experience in! 

     - Note: We partner here with Sweeney Healthcare Enterprises to provide on-unit, hip-to-hip coaching of leaders, clinicians, and staff. The transformation in teams has been dramatic.

1. You'd like to improve the effectiveness of your team, develop a common language to improve productivity, or if your organization has been struggling to see tangible change.
2. When you have a NEW manager and don't have the resources or manpower to devote to skill development. What got them promoted is not what will make them successful.
3. When you've heard about the "6 Types of Working Genius" and want a workshop to experience the impact. (approx 3.5 hours, in-person)  

Using the principles of Patrick Lencioni and The Table Group, along with the concepts of Radical Candor, all polished with best-practices observed over a lifetime, we can bring new energy and impact to your team. 

- When your engagement survey shows that you aren't perfect...and you don't know what to do or where to start to change that. We know!

January 25, 2023

When your employees are struggling to keep up, when they can't carve out time to "do actual work," and when focus is off, why not try instituting a "no meeting day?" No internal meetings. None. 

It's incredibly energizing. I see it work again and again. What could you accomplish if you had more time to dig in at work? 

If that is too crazy, too extreme or you've tried it without success let's look at it again. Science tells us that when we get interrupted on a project it takes us about 20 minutes to re-focus and pick up where we've left off.  That's 20 mins after each meeting. Three meetings a day? Not a crazy amount for some organizations, yet that means in addition to the 3 hours in meetings I've lost, I also lost another hour of "re-focus" time.  Half the day gone and I haven't had a chance to "work." 

A best practice that creates time to "actually work" is to institute a "no internal meeting" day. The trick is that EVERYONE has to abide by it. No exceptions. If a senior VP calls a meeting employees must be empowered to decline and say "sorry, that's our focus time."  If it is POLICY and is absolutely held as sacred "work" time, it is successful.  If it is a theory, but not everyone practices or respects the no-meeting time, it will not succeed.  

Try it for 6 months. Too much? Try implementing a no-meeting half-day. (We don't suggest Fridays, but that's another story.) Go ahead. It doesn't cost you a dime, and it may improve productivity and employee engagement.