Working with IGS.

No. Development can support a team that is already doing well. Refreshers, facilitated reflection, and coaching can reinforce effective practices and prepare people for new responsibilities.

Yes. The scope can be shaped around your priorities, participants, and context. We agree on the focus and deliverables before work begins.

Start with the situation you are experiencing or the goal you want to reach. An initial conversation helps clarify whether the need involves learning a skill, developing an individual leader, examining organizational practices, or a combination.

A single session may suit a focused topic or refresher. Broader development or culture work may benefit from a series or a consulting engagement. The recommendation should fit the need.

Adrianne leads IGS’s consulting and development work. Dennis may join selected engagements as a co-facilitator. Facilitation arrangements will be identified in the agreed scope.

Fees depend on scope, preparation, participant needs, facilitation, and deliverables. IGS provides a proposal so you can review the work and fee before making a commitment.

A workshop may help with a skill gap, but it may not address the underlying issue. Some situations require individual accountability, a review of organizational practices, or specialist support. We begin by clarifying the need.

A brief description of your organization, what you want to strengthen or address, who would participate, and your hoped-for timing is enough to begin. Please leave employee names and sensitive personnel details out of the initial message.

No. It is an IGS reflection resource built around illustrative workplace situations. It does not diagnose a person, rate leadership ability, or predict an outcome. Use the questions to identify what you want to examine, then consider the context and the people involved.

No. You can open the scenarios and use the reflection prompts without entering your email. The reflection tool does not submit your selections. If you choose to contact IGS, share only what you want to discuss; a short overview is enough.

Before coaching begins, the leader, IGS, and the sponsor need to agree on goals, roles, what progress information may be shared, with whom, and any limits of confidentiality. An organization’s payment does not mean unrestricted access to individual session content. The agreement should make the boundaries clear to everyone involved.

Agree on observable goals and a starting point. Depending on scope, a review might examine clearer decision ownership, fewer repeat escalations, stronger follow-through, or participant feedback. Review dates and methods belong in the agreed scope; a workshop alone cannot guarantee organizational results.

Adrianne will follow up to understand the need and discuss whether IGS is a suitable fit. If there is a fit, the next step is to agree on scope, delivery, facilitation, timing, fees, and any confidentiality arrangements before work begins. An inquiry is not an agreement to purchase services.

Yes. Invite people to consider a prompt without requiring personal disclosure. Keep the discussion focused on working practices, expectations, and actions the team can influence. See the Leadership Reflections page for a question and one action alongside each perspective.