We are faculty and graduate students with expertise in and passion for leader development. Our work is divided into consulting services and research endeavors.

We develop leaders both directly (through evidence-based practice) and indirectly (through cutting-edge research).

We believe leaders should represent their followers. Thus, we support “Everyday Leaders” including women, minorities, new leaders, LGBTQ+ individuals, and others at all levels of for-profit, non-profit, and community organizations.

All of our services are aligned with the evidence-based 6P Leadership Framework developed by LeAD Labs.

Continuous Growth: We strive to improve ourselves and others
Honesty: Acting with authenticity and transparency in all interactions
Client Focus: Prioritizing the needs and satisfaction of clients and client organizations
Teamwork: Being professional, courteous, and supportive to others
Engaging through Strengths and Passions: Seeking opportunities to meet our responsibility to contribute based on our skills and strengths and passions so that together we maximize overall performance
Results-orientation: Working intelligently, diligently, and with integrity to produce the highest quality products and services and pursue organizational goals

• Leadership is a process of influence, not a formally assigned role or position. We believe that leadership can occur from any member at any level of an organization or community, with or without a formal title. Society benefits most when individuals in our schools, homes, and communities step up to lead. We focus research and practice on developing everyday leaders within and outside of the workplace to make the local community a better place.
• Effective leaders wield power. Power to influence decisions, guide strategic direction, impact organizational structure and policies, etc. People naturally tend to use power to address concerns of their ingroup. To better society toward its full potential, we believe leaders should represent the diversity of society in terms of gender, race, sexual orientation, physical abilities (to name a few).
• Individuals with characteristics not typically represented in leadership positions face systemic barriers in attaining leadership including identity threats, racism/sexism/homophobia/ableism, lack of opportunities, etc. To better society toward its full potential, we seek to accelerate the development of individuals not typically represented in leadership roles through researching diverse samples, re-envisioning and testing extant theory through a lens of diverse leaders, developing new theory grounded in their experiences, and implementing evidence-based leader evaluation, assessment, and development tailored to specific groups.
• Leaders are both born and made, and as such, develop non-linearly over the lifespan. The development of leaders can be accelerated through external supports, such as leadership evaluation, assessment, and development.
• Basing leadership evaluation, assessment, and development on the best-available evidence is the most effective strategy for leader development. Evidence for leader development practices may take several forms with rigorous, peer-reviewed, published research being preferred.