Frequently Asked Questions
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It depends on the client’s goals. Some clients have their own internal metrics that we leverage to evaluate progress. For example, performance reviews, billable hours, client/customer feedback, turnover, and adoption rates. When such metrics are not already in place, we help the client develop employee feedback tools and facilitate the benchmarking process.
Additionally, we use surveys, interviews, or other diagnostics tied directly to our intervention areas, such as emotional intelligence, trust in leadership, job satisfaction, and perceived stress levels. These measurements are always tied to your strategic goals.
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While our specialty is professional service firms—law, accounting, consulting, IT, engineering—we will certainly consider other organizations navigating high-stakes change or mounting stress and burnout. For example, we have supported the Texas Library Association, the National Association of Residential Property Managers, and a local acupuncture clinic. The common thread is leaders under pressure who need to align their people, culture, and performance.
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Sadly, humans don’t change as quickly as Amazon can deliver packages or TikTok would have you believe. It takes time for even one person to start building a new routine, let alone an entire organization. That said, many clients see shifts within weeks, such as improved communication, stronger trust in leadership, and an overall lighter “vibe” in their work experience. They feel like weight is being lifted off their shoulders, which accelerates future results and work engagement.
More sustainable shifts in change readiness and interpersonal dynamics build as we continue to partner over months or quarters. Engagements have been as short as 2 months and as long as 2 years.
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Most consulting firms suffer from two problems.
1) They engage in mission creep, expanding the engagement’s costs and timelines with seemingly no end in sight.
2) They are solution-centered. They have a favorite solution that they apply to every, or almost every, situation.
We don’t play that game. We take the Action Research approach: diagnose the situation beyond the symptoms giving our clients grief; analyze the findings to identify the underlying causes; provide feedback with leaders and employees to foster intentional transparency and accelerate buy-in; take specific actions to correct the problem(s) at the root with input from across the organization; then evaluate the effectiveness by comparing where you are now to where you started.
Then we help you transition to self-management. Our goal is to empower our clients, not build dependency. We design every engagement around your firm’s specific pressures and culture. Our work is Science-Backed, People-Proven™—grounded in psychology, social psychology, sociology, anthropology, and neuroscience (the contributions of organizational behavior) and tested in real-world, high-stakes environments.
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Yes. We’ve helped remote, hybrid, and in-person teams build clarity and cohesion. Our tools and facilitation methods are adaptable, whether your people are across time zones, in the office, or a mix of both.
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Our goal is to equip your leaders and teams with the skills, tools, and frameworks they can use long after we have left. Some clients choose to stay in touch for periodic check-ins, refresher workshops, or advanced programs, but the foundation we build is meant to be sustainable. Our goal is to empower our clients, not build dependency.
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Depending on the initiative, clients report increased job satisfaction, organizational commitment, and improved relationships among leaders and staff, as well as within and across teams. Clients also report reduced stress, increased motivation, and faster buy-in to change initiatives. In short, all the ingredients that are vital for improved organizational health and change readiness.
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For a time, organizations were bringing in happiness coaches and basic stress management workshops. The problem with many of those is that they did not provide lasting change and often increased employee resistance and distrust of leadership. Employees felt resilience training was there to just grind more out of them, while others felt the sessions came from a place of privilege, and still others would make efforts to increase happiness and decrease stress or adopt a “wellness” lifestyle, only to find those methods didn’t work for them. This reduced confidence and motivation, and increased burnout and, at times, anger.
Dr. Rachel’s dissertation work and applied experience in the field can attest to these backfires. She knows the psychology and neuroscience behind why these programs failed to achieve the desired results. Her programs aren’t about wellness-washing or putting on a happy face or telling people just to breathe. They tackle the root causes of discomfort, overwhelm, self-doubt, resistance to authority, interpersonal conflict, and other feelings that can disrupt even the best-laid plans, creating conditions to thrive®.
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Great question! Read more about Dr. Rachel
We Pride Ourselves on Following the Highest Ethical Standards of the Industry
Dr. Rachel holds herself to the highest professional standards by following the ethics codes of both the American Psychological Association (APA) and the National Board for Health & Wellness Coaching (NBHWC). Her doctorate-level training in psychology and NBHWC credential inform her work as a consultant and coach. She honors the scope of practice and applies these ethics to ensure integrity, respect, and professionalism in all her engagements. You can review the complete guidelines from each organization through the links provided.