Most leadership development adds more. The DESIGN Methodology clears the path—helping your leaders overcome what's holding them back and develop future-ready capabilities: human-centered leadership, purposeful agility, and moving beyond resilience.
Leadership development wasn't built with everyone in mind—it was built to maintain existing power structures. My work addresses that gap—equipping your leaders to navigate systemic barriers, transform the cultures they operate within, and build environments where their teams thrive as themselves, not despite who they are.
Unlike programs that focus on a single framework, DESIGN systematically integrates three powerful approaches—Emotional Intelligence, Red Team Thinking, and CliftonStrengths—addressing what each lacks when used alone.
Through six transformational phases, leaders develop the strategic rigor to challenge status quo thinking, the emotional intelligence to navigate complex organizational dynamics and systemic barriers, and the strengths awareness to leverage their authentic capabilities.
DESIGN's Six Phases stand for:
● D - Disrupt the Autopilot
● E - Expand What's Possible
● S - Stress-Test the Strategy
● I - Implement with Intentionality
● G - Generate Psychological Safety
● N - Navigate Influence
"As a woman of color in leadership, I was constantly second-guessing myself. I kept a mental list of everything I thought I was doing wrong and tried to fix my way to credibility. It was exhausting and ineffective.
The shift came when I stopped focusing on my limitations and started leveraging what I actually bring to the table. Instead of trying to lead like everyone else, I learned to lean into my own capabilities and perspective. That shift changed everything.
What made the coaching so practical was that it wasn't theoretical. We worked through real scenarios from my workplace, including navigating bias and factoring in the specific culture and dynamics I was navigating. We collaborated to find strategies I could use immediately, not generic advice.
I'm now leading with more confidence and less self-doubt. I've stopped trying to be a different kind of leader and started being a better version of myself."
—H.G., Phoenix, AZ
The Only Triple-Certified Integration
Most programs teach one approach. DESIGN systematically integrates Emotional Intelligence + Red Team Thinking + CliftonStrengths—the only methodology that addresses what each framework lacks when used alone.
Compound Impact, Not Individual Development
Unlike individual coaching focused on personal advancement, corporate programs create multiple change agents who transform organizational culture simultaneously.
Systematic Methodology, Not Generic Coaching
Doctoral-level research in social change and innovation. Evidence-based approach designed specifically for leaders navigating systemic barriers and transforming existing power structures.
CEOs, Presidents, Chief Officers, and other C-suite executives who set organizational strategy, shape culture, and drive enterprise-wide transformation—including those who've had to navigate additional barriers to get there. Get details and pricing.
Directors and senior managers who manage multiple teams, oversee complex initiatives, and serve as the critical connection between strategy and execution—including those whose potential has been underestimated. Get details and pricing.
Vice Presidents and senior leaders who lead major functions, drive strategic initiatives, and translate executive vision into operational reality—especially those building influence in spaces that weren't designed with them in mind. Get details and pricing.
Managers, team leads, and emerging leaders who directly lead individual contributors and are building foundational leadership capabilities—especially those forging paths that didn't exist before them. Get details and pricing.
Strategic Impact
● Leaders who make significantly better decisions under pressure, creating more resilient organizational strategies
● Enhanced organizational capability to generate alternatives and stress-test strategic options across departments
● Culture of rigorous assumption-challenging that prevents organizational blind spots and groupthink
Organizational Impact
● Measurable improvements in psychological safety and engagement across multiple teams and departments
● Sustainable culture transformation that extends beyond individual leaders' direct reports
● Development of internal coaching capability as leaders become developers of other leaders
● Organizational systems and structures embedded with inclusive leadership approaches
● Cultures where diverse talent thrives authentically—reducing turnover and increasing innovation
Leadership Effectiveness
● Network effect of enhanced influence and impact as multiple leaders create organizational change simultaneously
● Stronger, more strategic cross-functional relationships that improve organizational coordination
● Enhanced organizational capability to navigate complex dynamics and systemic barriers
● Increased organizational capacity to develop and retain high-performing, diverse teams
● Leadership modeling that creates permission for authenticity throughout the organization
● Significant reduction in attrition of high-potential talent, particularly from underrepresented groups