Our Approach

We love research, data, knowledge, and learning!

We integrate multiple bodies of cutting-edge research and practice to catalyze positive change in leaders, teams, and organizations.

Neuroscience

Neuroscience helps us understand the key components needed for cognitive flexibility and cognitive acuity, key factors for effective leadership and for people to excel in their work.  Neuroscience research reveals how our brains respond to threat, safety, and social connection, providing crucial insights for creating psychologically safe environments where learning and innovation can flourish. In fact, research in multiple disciplines has revealed that psychological safety is the single most predictive factor for effective teams, learning organizations, and innovation. Creating the neuroscience-informed conditions needed so that people can create, connect, and explore is vital to effective organizations.

Appreciative Inquiry

Building on what works - Appreciative Inquiry is a transformational model of individual and organizational development that focuses on discovering what's working well and building upon existing successes rather than fixing problems.  This methodology creates positive energy and engagement by helping individuals and organizations envision their best possible future and identify the resources they already possess to achieve it. Being detectives of success propels us to become powerful and effective architects of desired futures.

Generative Leadership

Generative leadership focuses on creating conditions for new possibilities to emerge rather than controlling outcomes, emphasizing the leader's role in fostering innovation and collective creativity. This approach recognizes that in complex environments, the most powerful leadership comes from enabling others to discover solutions and generate positive change together.

Behavioral Economics

Behavioral Economics began by exploring the ways that our financial decision making defies traditional expectations of rational thought even when we have good information. It turns out that human beings are very complex and there are powerful environmental and internal factors interrupting rational choices. From framing, to proximity, to loss aversion, if we can understand the psychological, emotional, an social factors that lead people to make decisions, we can design choice architectures and interventions that lead to  better organizations, better strategies, and better outcomes.

Well being, Wellnes, Bienestar

Self Determination Theory

Research study after research study has shown that external controls and rewards can extinguish intrinsic motivation. Rigorous methodology has revealed that when human beings experience a sense of autonomy-they are doing something they have chosen as meaningful to them, get to develop competence-are learning new skills and knowledge, and get to connect to a purpose and or people, they are motivated and engaged and deliver enhanced performance, persistence, and creativity. We cannot motivate other people. But we can create the conditions that foster motivation and lead to accomplishments.This research-based framework helps us create environments where people are intrinsically motivated to grow and contribute their best work.

Learning

Theories

Learning theories encompass evidence-based understanding of how adults acquire new knowledge, skills, and behaviors most effectively. These frameworks inform our approach to professional development, ensuring that learning experiences are designed to maximize retention, application, and sustainable behavior change. Research has shown that for people to learn we need to experience high expectations, a sense of belonging, and psychological safety. We can design organizational cultures that ensure all three conditions for learning and excelling are consistently present.

Learning Organizations

Learning organizations are those that continuously adapt and improve through systematic approaches to knowledge creation, sharing, and application. This concept emphasizes building organizational cultures where experimentation is encouraged, mistakes become learning opportunities, and collective intelligence drives innovation and resilience.

Sytems

Theory

Systems theory views organizations as interconnected networks where changes in one area ripple throughout the entire system, emphasizing relationships and patterns rather than isolated events. This perspective helps us understand how individual, team, and organizational dynamics influence each other and design interventions that address root causes rather than symptoms.This approach generates rapid and exponential change through small adjustments that lead to expansive positive reverberations throughout the system.


Authentic Leadership

Authentic leadership emphasizes leading from one's genuine self, integrating personal values with leadership actions, and building relationships based on transparency and trust. This approach recognizes that sustainable leadership effectiveness comes from alignment between who you are and how you lead, creating environments where others can also show up authentically. Research consistently identifies authentic leadership as a key factor in the health and success of an organization.

Chaos Theory

Chaos theory explores how complex systems can be highly sensitive to small changes, leading to unpredictable outcomes that may appear random but follow underlying patterns. In organizational contexts, this framework helps leaders navigate uncertainty, embrace emergence, and understand how small, thoughtful interventions can create significant positive transformation.

Individual, Collective, and Organizational Wellbeing

Organizational wellbeing encompasses the collective health, engagement, and flourishing of all members of an organization, recognizing that individual and collective thriving are interconnected. This approach goes beyond traditional employee wellness to create cultures where people can bring their whole selves to work and contribute to meaningful purposes. Cultivating individual and collective wellbeing is a necessary and powerful factor for generating healthy workplaces where people can flourish, create, innovate, and excel.

Organizational Development

Organizational Development is the systematic application of behavioral science knowledge to help organizations improve their effectiveness, health, and capacity for change. This field integrates psychology, sociology, and management science to create interventions that enhance both human fulfillment and organizational performance.

Organizational/ Industrial Phychology

Organizational and Industrial Psychology applies psychological principles to understand human behavior in workplace settings, focusing on how to optimize both individual performance and organizational effectiveness. This field provides evidence-based insights into motivation, leadership, team dynamics, and organizational culture, informing our approach to creating workplaces where people can perform at their best while experiencing fulfillment and growth.

Positive Psychology

Positive psychology is the scientific study of human strengths, virtues, and the conditions that enable individuals and communities to thrive and flourish. Rather than focusing solely on fixing problems, this field provides evidence-based insights into what generates success and how to cultivate resilience, engagement, and meaning in work and relationships. Research has evidenced that focusing on what we want as opposed to what we don’t want, along with nurturing conditions for human thriving spurs creation, energy, and new possibilities for succes.