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 and create cultures where people thrive as themselves, not despite who they are.
I specialize in executive leadership coaching using the DESIGN Methodology—a unique integration of Emotional Intelligence, Red Team Thinking, and CliftonStrengths—for leaders who transform systems rather than just navigate them.
—Dr. Jacqueline Ashley
● Talent Retention Issues: High-potential leaders from diverse backgrounds leaving despite strong performance reviews and advancement opportunities.
● Innovation Stagnation: Teams defaulting to "safe" solutions rather than challenging assumptions or generating breakthrough alternatives.
● Leadership Pipeline Gaps: Difficulty developing leaders who can navigate complex stakeholder dynamics and drive transformation beyond their immediate teams.
● Cultural Inconsistencies: Pockets of high-performing, inclusive teams alongside departments where talent struggles to thrive authentically.
● Change Initiative Failures: Strategic initiatives that look good on paper but fail to gain traction because leaders lack the skills to navigate resistance and build coalition.
These aren't "people problems"—they're business problems that limit your organization's competitive advantage. The most impactful leaders don't just build skills—they transform the systems they operate within and create cultures where difference becomes competitive advantage.
● Board Members & Investors see diminished returns on strategic investments when change initiatives fail to deliver promised outcomes and competitive positioning weakens due to innovation gaps.
● C-Suite Executives struggle to execute vision across the organization when mid-level leaders can't navigate resistance, build cross-functional coalitions, or translate strategy into sustainable cultural change.
● HR & People Leaders face escalating costs from high turnover of diverse talent, succession planning failures, and the continuous expense of recruiting for roles that keep churning due to poor leadership.
● Employees experience inconsistent workplace cultures—thriving in some teams while struggling in others—often forced to choose between career advancement and being themselves.
● Customers receive inconsistent service quality and "safe" solutions instead of innovative thinking that could better serve their evolving needs and create competitive differentiation.
● Direct Reports work for managers who default to command-and-control leadership rather than developing their teams' capabilities, limiting both individual growth and organizational capacity.
"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 breakthrough 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