Leadership and organizations change together.
The most consequential organizational challenges rarely belong to one person, one team or one part of the system.
A CEO transition changes more than the CEO. Growth changes what leadership requires. A merger changes relationships and ways of working. Developing the next generation of leaders affects the future capacity of the enterprise.
Evolve works across leaders, teams and organizational systems to help organizations build the capacity required for what comes next.
Our work begins with what is happening and follows the problem to the level where meaningful change can occur.
Featured Work
SSOE
Preparing the enterprise for CEO succession and transformation
As SSOE prepared for CEO succession during a period of significant organizational change, Evolve partnered with a senior executive stepping toward broader enterprise leadership.
The work extended beyond preparing one leader for a larger role. It engaged questions of leadership readiness, organizational context, relationships, enterprise perspective and the capacity required to lead through a changing chapter for the firm.
Succession is not simply about preparing the next leader. It is about preparing leadership and organization for what comes next.
ULI Washington Leadership Institute
Developing leadership across the built world
Evolve designed and facilitated leadership development for a year-long cohort of professionals spanning commercial real estate, architecture, engineering, construction, transportation, planning and public-sector development.
Rather than separating leadership development from participants' professional realities, the experience connected self-awareness, influence, collaboration, innovation and systems leadership directly to the complexity of shaping the built environment.
Leadership was developed inside the work, not apart from it.
Selected Work
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During a significant period of organizational integration, Evolve supported an enterprise leadership-development initiative reaching more than 195 managers across 13 U.S. cohorts.
The work combined group development and coaching to help managers strengthen leadership capacity while navigating the demands of a changing organization.
Large-scale change depends on the capacity of leaders throughout the organization to carry it.
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Evolve's work with ELFA developed over multiple engagements and levels of the organization.
During a period that included CEO transition and changing leadership expectations, Evolve supported sustained development with a senior leader, worked intensively with a key functional team and designed an organization-wide experience focused on alignment, connection and shared ways of working.
The engagements were distinct, but together they demonstrate a central principle of Evolve's practice.
Development at one level of an organization can create capacity for change at another.
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At Station F in Paris, Evolve designed and facilitated a two-day strategic gathering for an international group of entrepreneurs, investors and business leaders connected through the Ashoka Support Network.
Participants examined the network's evolving purpose, its relationship to Ashoka's global vision and opportunities to strengthen engagement across countries and regions.
The experience brought together systems thinking, collaborative visioning, network mapping, strategic dialogue, prioritization and action planning.
The work created the conditions for a distributed network to think together about what it could become.
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For a long-established electronics distribution and manufacturing company, Evolve conducted an organization-wide assessment spanning leadership, strategy, operations, sales, finance, technology, culture and organizational design.
By bringing together perspectives from across the company, the work helped distinguish visible symptoms from deeper organizational conditions and gave leadership a more integrated view of the business.
Sometimes the first organizational intervention is seeing the organization more clearly.
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Two developmental retreats helped a rapidly growing community-based organization intentionally strengthen trust, communication and shared ways of working as the team evolved.
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Individual development supported an accomplished technical leader as greater responsibility required a broader leadership identity, stronger strategic perspective and increased capacity to influence beyond technical expertise.
The work continues.
Every engagement adds to what Evolve understands about leadership, organizations and the conditions that allow people to do consequential work together.
Our current work continues across leadership development, executive advisory, organizational change and rapidly evolving technical environments, including organizations confronting the implications of AI, accelerated growth and new ways of working.
The organizations change. The question underneath our work remains remarkably consistent: what must become more capable here for what comes next?
What is happening in your organization?
You do not need to identify the right service or arrive with a diagnosis.
Tell us what is changing, what feels stuck or what the organization is being asked to become capable of doing.
We will begin there.