Trust
Can people say what’s actually true and rely on one another? Can they admit uncertainty, disagreement, or mistakes without spending all their energy protecting themselves?
Our work
Start with what’s
getting in the way.
A decision that won’t move. A team working around a difficult conversation. A strategy that needs a different organization behind it. We shape the work around the question.
01 / Strategy & Organization
Turn strategic choices into an organization that can execute them.
A strategy has consequences for roles, priorities, resources, and who gets to decide. We help you work those through.
We bring judgment, diagnosis, synthesis, and facilitation to questions with competing perspectives and no obvious answer. Together, we turn those perspectives into choices people can use.
Where we help
- Strategic planning and priorities
- Organizational design and leadership structure
- Decision rights and strategic initiatives
- Facilitation, synthesis, and the organizational implications of a new strategy
Depending on scope: a strategic plan, organizational design options, decision agreements, recommendations, or an implementation roadmap. Your organization leads day-to-day execution unless we agree otherwise.
02 / Culture & Teams
Work on what’s happening between people.
A team can be full of capable people and still struggle to tell the truth, make a decision, or follow through together.
We get curious about the patterns. Then we work with the team to change the agreements, conversations, and structures keeping those patterns in place.
Explore Culture Cartography™Where we help
- Culture Cartography™: a customized organizational diagnostic
- Culture transformation and culture by design
- Leadership-team effectiveness
- Founder / cofounder work
- Team facilitation and Class IV™ applications
Depending on scope: a shared culture map, priority changes, clearer roles and decisions, team agreements, and a practical plan for putting them to work.
Trust is infrastructure.
When teams get stuck, we tend to look in four places.
Development
What stage is the group in? Is this a normal developmental challenge, or has the team become stuck? Established group-development research helps us tell the difference.
Repair
Can people repair when something goes wrong? We make structured space for appreciation, acknowledging impact, taking ownership, clearing tension, making requests, and resetting agreements.
Structure
Are roles, decisions, accountability, authority, expectations, and the handoffs between teams clear? Strong relationships can’t compensate forever for broken organizational structure.
03 / Executive Leadership
Executive coaching
Berkeley-trained. Operator-informed. Built around the real decisions you’re facing.
I work with you on your actual relationships, conversations, leadership challenges, and recurring patterns. The aim is to change how you lead where it matters, in the work you’re already doing.
Talk about coachingThe usual starting engagement
Three months.
Six conversations.
6 × 60-minute sessions, typically every other week.
- At the startIdentify one or two meaningful leadership priorities.
- At the midpointReview what’s changing and where we need to go deeper.
- At the closeReview progress. Decide whether to conclude, renew, or move to a lighter ongoing cadence.
This is a starting structure. We agree the right scope and cadence together.
EQ-i 2.0
I’m certified in EQ-i 2.0. An optional assessment and debrief can inform coaching where useful, or be scoped separately.
Employer-sponsored coaching
I clarify confidentiality and sponsor expectations with you before beginning, so everyone understands the boundaries of the work.
From a first conversation to sustained work
What an engagement can look like
These are ways to shape the work, not a sequence you have to buy your way through. Durations are typical; scope is agreed together.
01 Start with a conversation Fit / scoping call · Approximately 20–30 minutes · Free A conversation about the situation and whether Ascentric is a useful fit.
We consider who needs to be involved and whether the next step is coaching, a focused session, a diagnostic, a sprint, or a larger engagement.
This is a fit and scoping call, not a free consulting session. Diagnosis, deliverables, and solutions belong in the agreed work.
Start a conversation02 Focused working session Approximately 90 minutes · Paid One clearly bounded strategic, organizational, culture, or leadership challenge.
Bring a difficult decision, an important conversation, an organizational design question, a founder tension, or a transition you’re preparing for.
Leave with something usable: a clearer decision, an issue map, a conversation plan, a set of choices, or practical next steps.
A focused session is an option, not a required first step. Scope and fee are agreed in advance.
Discuss a working session03 Diagnostic Typically 2–3 weeks Understand what’s underneath the presenting problem before deciding how to act.
A Diagnostic is an engagement format for understanding a specific organizational question. For culture and team questions, a Diagnostic often uses Culture Cartography™, Ascentric’s method for combining multiple sources into a shared view of how the organization is actually working.
Discovery may include sponsor scoping, stakeholder interviews, organizational materials and data, observation, surveys, or selected validated assessments. We choose the inputs for the question and scope.
Typical outputs: a shared diagnostic picture, a Culture Map or system map where appropriate, friction patterns, priority questions, and recommended next moves.
04 Sprint Typically 4–8 weeks A bounded organizational challenge that needs both diagnosis and action.
For strategic planning, organizational design, a leadership-team reset, culture alignment, founder / cofounder alignment, decision architecture, or a critical transition.
The work may combine discovery, facilitation, synthesis, design, leadership sessions, operating agreements, recommendations, and an implementation roadmap.
Your organization remains responsible for day-to-day execution unless otherwise scoped.
05 Partnership Typically 3–9 months For work that won’t be fixed in one workshop.
Culture transformation, leadership-team development, strategic advisory, ongoing facilitation, leadership behavior change, or helping new practices take hold across the organization.
Executive coaching can be integrated into the broader work. A project can grow into an ongoing partnership when continued support is useful.
The engagement evolves as the organization learns and changes. We revisit priorities and scope together.
Class IV™ in the field
Selected team intensives and experiential programs can be part of the work. Ascentric leads the development, facilitation, and integration; professional partners provide outdoor outfitting, logistics, and safety.
Explore experiential programsLet’s talk
What problem are you trying to solve?
Bring the decision, tension, or change you’re working through. We’ll find a useful place to start.