WHAT WE DO

Thoughtful and Strategic Options Forward. 

We understand that the view of the future, from the inside, can sometimes be obscured. We help leaders and organizations see a clear and intelligent way to move ahead and remain ahead.

Our three lanes support:

Leadership & Executive Coaching

  • • Delivering feedback and holding crucial conversations
    • Developing stress and time management habits
    • Leading innovation and change efforts
    • Delegating and building capacity in others
    • Communicating effectively
    • Influencing within matrixed organizations
    • Managing conflict and tension
    • Co-creating shared vision among stakeholders

    The leaders we coach commit to a minimum of 6 months and usually up to 9-12 months. This usually includes sessions twice monthly for the initial 3 months and once per month for the subsequent 6-9 months.

    Most often, we use a set of leadership inventories that includes the California Psychological Inventory (CPI), the Myers-Briggs Type Indicator, and the FIRO-B. Additionally, we collect 360 feedback at the outset to inform the focus of a leader’s coaching agenda.

Transitions in Leadership

  • At Turnlane, we believe executive transitions are a high-leverage, strategic opportunity to promote trust, organizational development, and growth. A positive leadership transition can never be guaranteed, but we know how to optimize the chances of success. We work to ensure that organizations not only survive but thrive throughout transition. That means we thoughtfully and intentionally create the conditions for minimal disruption to key organizational priorities: people served, service or product revenue, fundraising, and staff retention, to name a few.

    We work best with organizations that see this time as an opportunity to slow down, raise critical questions, and embrace the discomfort of certain change. We tailor each transition engagement to the specific and singular needs of each organization. These often include a mix of the following interventions and deliverables:

    • Developing a needs analysis
    • Facilitating a transition assessment
    • Mapping management functions and roles
    • Developing engagement plans to solicit input from board, staff, and external partners
    • Offboarding for the outgoing leader
    • Onboarding and coaching for the incoming leader

Strategy Development

  • Turnlane partners with organizations as they chart a new route toward the future. We believe there is an abundance of insight that lives within social sector organizations and the communities they serve, so our process includes amplifying voices of both those who will execute organizational strategy and those who will benefit from the social good it creates.

    We do our best strategy work alongside organizations that are looking to go deeper than the standard, run of the mill strategic planning process. We believe there is immense value in posing big questions, embracing discomfort, and challenging the collective thinking of how to make an impact in the world. We design each strategy engagement to the specific needs and context of each organization we work with. Engagements are often organized around a mix of the following questions:

    • What do we hold most dear about our organization and our mission?
    • How have systemic policies and practices contributed to the social need(s) we are working to solve?
    • What are we uniquely positioned to do as an organization?
    • What role must we play in addressing community-level challenges?
    • Which capabilities do we have that allow us to realize our mission, and which capabilities do we need to think about adding?

What and Who Informs Our Work

We are life-long learners who have benefited from many teachers and mentors who are expanding the collective understanding of work and purposeful change. The following are a subset of bodies of work and individuals who influence our approach.

  • Systems Thinking - Peter Senge

  • Radical Candor – Kim Scott

  • Adaptive Leadership – Ron Heifitz

  • Healing Justice – Dr. Joi Lewis

  • The Balance Point – Larry Hause and Cary Tuttleman

  • Learned Optimism – Martin Seligman

  • Psychological Safety – Amy Edmondson

  • The Three C’s: Commitment, Competence, Character – Abigail Barrett

©2024 Turnlane