Our ability to understand and manage ourselves and others. EQ skills include empathy, inspiration, and influence.

Our awareness and insight into how racial, economic, political, gender & sexual orientation, and social issues impact people inside and outside of our organizations. Our social consciousness compels intersectional cultural proficiency and a fierce commitment to equity and justice.

Habits become “atomic” when they are integrated with our identities. We ask clients to consider the prompt “what kind of person am I?” Small changes or micro-goals provide the pathway to an atomic habit.

Sacred rituals honor ourselves, each other, and our work. They are a vital part of finding work-life harmony. These are routines that create space for mindfulness, reflection, checking in on our goals and honoring ourselves (e.g., movement). The repetitive nature of our sacred rituals provides a constancy that keeps us tethered to our intentions and priorities.

Stakeholder engagement is a fundamental component of people-centric practice. The most powerful transformation is always rooted in community. Engaging all stakeholders in design, improvement, and change processes is imperative for culturally proficient practice.

Leaders are required to understand people, understand change, and understand how the two intersect. Leaders are compelled to plan for change systemically: building a coalition, setting a vision, communicating the necessity, implementing a prototype or plan and adjusting along the way.

Collective efficacy is the nirvana of leadership and organizational culture. It requires all of the other competencies in the framework. Nothing has a stronger impact on outcomes than collective efficacy and a team’s shared belief that they will accomplish highly-valued goals together. Team members feel connected to the work, committed to the work, and supported doing the work.