The organizations we work with transcend limits. Leveraging our foundation in Agile methodologies and Agile leadership, we establish ways of working that serve the individual, the team, and the leader — enabling each to reach new thresholds of performance.

Building an organization that can innovate and adapt to disruption and constant change is similar to building teams who can do the same. In order to deliver in this new economy, companies must be fast to respond and adapt, close to the needs of the consumer, and masters in the complexity of the process. We believe these priorities are essential for any organization that wants to succeed today.

We help organizations become Agile, by adopting ways of working that permanently change the way they operate: creating the conditions that enable leaders to empower teams to operate at their best, and to develop the leadership skills needed to evolve and improve continuously over time.


We’re Agilists, so we work iteratively. We value process and believe that smart solutions evolve. This also allows us to develop a relationship with you and your teams, building trust.

There are typically three major stages to a project and these are executed in 4-week cycles.

We begin with a business audit to define the current conditions inside your company, understand the source of these problems, and set objectives. Next we develop a pilot program, during which our teams will conduct interviews, do ride-alongs, provide ongoing one-on-one and team coaching, mentorship, and peer-to-peer training sessions. Along the way, we’ll encapsulate findings, incorporate learnings and provide measurement of change. Finally, we’ll build a sustainable solution for bringing agility to your entire organization.

1. Learning

During a concentrated 4-hour training, we clarify why Agile exists and why it’s relevant to producing the organizational culture companies need to succeed today. Leaders will walk away with both a tactical understanding of Agile practices and behaviors, and a visceral understanding of the 20th century managerial habits that block the way of organizational agility.

Typical duration: 1 week

2. Doing

We take the techniques learned in the training session and put them to practice. Agile works on experiential behaviors that model and create collaborative teamwork, transparency and group accountability. Through modeling behaviors, new leadership habits are formed—producing teams that are empowered, self-managing and focused on producing strategically aligned results.

Typical duration: 2-3 months

3. Being

As new habits become solidly integrated into practice, we move to 1-on-1 coaching. Individual work allows for personal insights and a deepening of the understanding and ability to execute Agile leadership principles, including employing transparency, using synchronized management/team decision making to create buy-in and accountability, and communicating through a request/response process (rather than mandating decisions).

Once leaders understand and internalize the behaviors of agile leadership, the “how they work” begins to alter the behaviors of individuals and teams, who follow the leader. This ripple effect of agile principles across the organization results in a realized and thriving agile culture.

Typical duration: 3 months

We love what we do.