Sable M.

Most of the leaders I work with have already tried the obvious fix. It worked on paper, and it didn't work in the building. What I do is figure out why the thing you decided to do isn't actually happening — and then fix the reasons. Sometimes that's a training program. More often it's what sits around the training: who decides what, what people understand about how the work gets done, and what nobody ever wrote down. Fifteen years of it. Three examples: AN 888-EMPLOYEE ORGANIZATION had made a major investment and outcomes hadn't moved. The cause wasn't capability — it was resistance, and a culture where following the new way was optional. I built a leadership system with a steering committee of their own people and launched it through a five-day academy. It outlived the engagement. A CLINICAL EXPERT'S ENTIRE METHOD lived in her head, which was blocking the launch of her training institute. We codified it into a named framework first, then built a state-compliant certification course on top of it. She owns the framework. A NATIONAL NONPROFIT'S BOARD needed a revenue plan they would actually follow. I facilitated the planning through the conversations they had been avoiding, and they left with an order of operations rather than a document. WHAT I AM USUALLY HIRED FOR - Change management and organizational development - Leadership development, competency frameworks, coaching structures - Learning strategy and course design (ADDIE, SAM, Kirkpatrick 1-4) - Writing down the expertise that currently lives in one person's head - Facilitation: leadership teams, boards, multi-day sessions HOW TO START Book a consultation if you know something is off and not what it is. Buy a project if you already know what needs building. Or message me with the situation, and I will tell you honestly whether I am the right person for it.