TRANSILIENT LEADERSHIP™
Your best people are being promoted into jobs no one prepared them for.
Retirements are moving every level up, fast — across all sectors. The step up is an identity shift, not a skills gap. We build leaders who can hold direction while the ground moves — and organizations that can re-aim with them. Then we go back to the baseline and check.
Thirty minutes with Doug — we'll tell you what we'd do, whether or not you hire us. Or start on your own with the five-minute diagnostic →
TRUSTED BY LEADERS ACROSS PRIVATE-SECTOR, GOVERNMENT AND NOT-FOR-PROFIT ORGANIZATIONS
“Absolutely outstanding — a deep understanding of how large corporations work, approaching every assignment as a partnership.”
— Senior Director, Digital Platforms, American Express
“Truly excellent. She's helped numerous leaders at all levels have breakthroughs.”
— Senior Vice President, Human Resources, Export Development Canada
Diagnostics
Where do you want to start?
Two front doors, because you might be leading yourself or leading a whole system. Each is a five-minute read that routes you to the right first move — no pressure, just a clear starting point.
Develop as a leader
Take the Leadership Under Pressure Assessment — a read on how you actually lead when the stakes are high, across priorities, decisions, communication, delegation and boundaries. It names what slips first under load, and points you to the work that steadies it.
Take the Leadership AssessmentTransform your organization
Take the “Optimized, or Effective?” diagnostic — a read on your four-way alignment across strategy, structure, systems, and culture. See which dimension is holding the others back.
Take the Organization Diagnostic
Effectiveness over Efficiency
Going faster isn't enough
Efficiency asks whether you're doing things right. In times of abrupt change, that's the wrong question. The organizations that win are the ones doing the right things — and able to re-aim when the ground moves. Change the work; don't just pave the cow path. You are the keel — the steadying line that holds direction while everything else pitches.
“Efficiency is a means. Effectiveness is the end. Trouble starts when the means begins choosing the ends.”
See the full approach — four-way alignment and the three pillars →
We build for the second.
WHAT WE WORK ON
Two paths. One summit.
Everything we do either develops the leader or transforms the organization — and most cases need both in some measure. These are the two architectures. The detail lives on the approach page.
The Three Pillars
The inner architecture. Grow from the inside out.
- Grounded · lead yourself
- Adaptive · lead others
- Inspired · lead the culture
Four-Way Alignment
The outer architecture. Aim the whole system at the same thing.
- Strategy · where you're aimed
- Structure · how you're arranged
- Systems · how the work moves
- Culture · how people behave when no one is watching
HOW YOU WORK WITH US
One ladder. Start anywhere.
A course is the first rung, never the ceiling. Climb and you go further in with fewer people; step down and you reach more people at a lower cost per person. Same material, different depth.
Diagnostics
Five minutes. Names where you — or your organization — should start. Free, and useful whether or not you hire us.
Take a diagnostic →Online Courses
Self-paced, on your own time, across the three pillars. The cheapest way to put one idea into a lot of heads.
See courses →Cohorts
An intact or cross-functional team learns one thing together over four to six weeks, with structured practice and a coach in the room.
See cohorts →Learning Labs
Four or five leaders, over months, with no curriculum at all. Your live problems are the work.
See Learning Labs →Transilient Leadership 360
Our coaching approach to a 360 — feedback that turns into a named development focus and gets used, rather than filed.
See the 360 →Coaching & Advisory
One to one, for the edges that rarely resolve on their own — and advisory work alongside the leadership team.
See coaching →More courses land this Fall. Tell us which rung you're on and we'll let you know when it's ready.
Join the waitlistWHO WE ARE
Organizational systems, meet human systems.
A boutique firm run by two founders who work together on every engagement. The partnership is the thesis.
We treat structure, role clarity and performance as one conversation — not three separate initiatives that happen to run in the same year.
Doug Girvin
Strategy · Systems · Advisory
Thirty years as a technology leader and founder — built and scaled enterprises, raised $20M+, and delivered transformation to global organizations across fourteen countries. He works on the structures.
Ashley Chase
Executive, Leadership & Team Coach
PCC (ICF) coach with twenty-five years developing senior leaders and teams through cultural and business transformation under pressure. She works on the people.
55+ years combined. Two senior practitioners, not a bench of associates.
We run two or three engagements at a time, and we'll tell you when we're full. We only take work we think will hold after we leave — which means saying no when the sponsor isn't ready.
Boutique organizational effectiveness & leadership development firm
ICF PCC executive coach · 25+ yrs
30+ yrs building & scaling enterprises
Work with Us
PROOF, NOT PROMISES
The higher rungs.
From Five Teams to One
How a fractured leadership group became a single, aligned team — and what it unlocked.
When you're ready to move from knowing to doing, we run cohorts that build new behaviour with peer support — and, at the top of the ladder, install-with-us engagements where we embed the change alongside your team and re-rate it against the baseline we started from.
We don't have five years of outcome data. We have a method that starts from a baseline and re-rates against it, and we'll show you both numbers.
Trusted by leaders across private-sector, government and not-for-profit organizations.
Book a ConversationINSIGHTS
We think in public.
Our signature ideas, argued in the open. Every essay ends in a diagnostic — so a good read becomes a clear next step.
FLAGSHIP IDEA · RESEARCH-BACKED
Adjacent Accountabilities
Talent-matched, trust-safe ownership of the work between the boxes — the processes org charts never quite capture.
The Effectiveness Doctrine
Why efficiency is silent about ends, and how effectiveness becomes the higher-order variable.
Above & Below the Line
The accountability distinction that already lands with clients — now a signature idea.
Coming this Fall →
From Tool to Teammate
Stop paving the cow path. Lead AI adoption as a change in the work, not a faster version of it.
The weekly re-aim.
One idea on effectiveness, leadership, and change — every week.
Start with one honest question: are you doing the right things?
Take a diagnostic, or book a conversation with Doug about where you — or your organization — are aimed.
