What We Do
Data alone does not change behavior. Coaching without data is guesswork. Every engagement pairs the two.
One to one leadership development anchored in personalized assessment. We start by measuring how you actually lead and how others experience it, then work on the specific gap between those two pictures.
Most useful when someone is stepping into a new role, wants to leverage their strengths more deliberately, or is navigating conflict rooted in a misread of their natural approach.
Recurring cohort programs for emerging and established leaders. Choose from Leading Leaders, Launching Leaders, or custom curriculum designed for your team.
Build capabilities together, or form cross organizational learning cohorts to build supportive networks and peer accountability.
Multi session cohort programs that run assessment and coaching cycles across a department or an entire organization, typically over 6 to 12 months.
Built for measurable behavioral change. Baselines at the start, reassessment on a set schedule, and leadership reporting that shows what actually moved.
The AI powered assessment and coaching platform built into every engagement. It is not sold separately, because the data is only useful in context. That context is what turns coaching into lasting change.
Skylight 360 holds every assessment, tracks scores across periods, and gives directors a portal to follow progress while individual responses stay private.
Curriculum
Rhonda customizes all programs to fit your organization's specific needs and culture. Workshops include titles such as:
For high potential emerging leaders preparing for their first leadership role.
For current and new managers learning to develop other leaders.
Workplace stress management and resilience.
Employee engagement and fulfillment.
Navigating organizational change.
New supervisor pitfalls and success strategies.
Managing the peer to boss transition.
Active listening and communication skills.
Leadership development and power skills.
Personal leadership development.
Building high performing teams.
Understanding and managing emotions.
Strategic communication.
Making decisions on incomplete information.
Personal and career development.
Embracing calculated risk in leadership.
The only thing worse than training your employees and having them leave is not training them and having them stay.Attributed to Henry Ford
What We Assess For
We start with what you are trying to change, then choose the right assessment to measure it.
How you naturally lead and show up under pressure.
What actually happens between people, not what the org chart says should.
Whether the culture can carry what you are about to ask of it.
Where meaning is getting lost between the sender and the receiver.
How much disagreement the group can hold before it goes underground.
Whether people believe it is safe to be honest here.
How choices actually get made, and who really makes them.
Who is ready for more, and what stands between them and it.
Our Toolkit
Once we know what you are trying to change, we select the instrument that measures it. The starting point is always our own.
Our custom built assessment, designed by Rhonda. It pairs a behavioral assessment with narrative reflection, so the result opens a conversation rather than handing someone a label.
Rhonda builds tailored instruments for specific organizational needs, cultures, and challenges. These can measure leadership readiness, team effectiveness, organizational alignment, or dimensions particular to your mission and context. When the question is unusual, the instrument should be too.
Where a well established framework already answers the question cleanly, we layer it in rather than reinventing it. Which ones depends entirely on what your engagement requires, and that gets decided after the first conversation, not before it.
How We Track It
A single assessment is a snapshot. Change only shows up when you measure the same thing twice.
Assessment before coaching starts, so there is an honest record of where things actually stood on day one.
Monthly or quarterly during the engagement, to catch what is moving and what is not while there is still time to adjust.
After 3 to 6 months, measuring the same dimensions again to see the behavioral shifts and confirm real change rather than a good feeling.
Every assessment, every session note, and the narrative of change over time, in one place you can return to years later.
The Platform
Skylight 360 is an AI-powered assessment platform Rhonda created to solve a real problem: most organizations can't effectively track leadership development progress.
Team members get secure logins to access 40 plus science-backed assessments, including leadership readiness, conflict resolution capacity, behavioral profiles, and leadership acumen, and they track their own growth over time.
Leaders can see individual team member results and growth trajectories, including conflict styles and development areas.
Stakeholders and leadership get access to aggregated team trend data to inform coaching adjustments and decisions.
Real-time visibility means you can spot where individuals or teams need support and adjust your approach accordingly.
Engagement Models
Keynotes, standalone workshops, team building sessions, strategic retreats, and facilitation. Useful for a specific moment, a kickoff, or a reset.
Our preferred model, because behavior change needs more than one day. Multi session curriculum that Rhonda writes and facilitates, monthly coaching retainers, project based leadership programs, one to one executive coaching, group coaching, and 6 to 12 month cohorts.
All assessments feed into Skylight 360 for baseline measurement, tracking, and reassessment on your timeline, whether that is 3 months, 6 months, or a custom interval.
Most people are not, and that is what the first conversation is for.