Services
Leadership development, designed to take hold.
Whether you need to strengthen a leadership pipeline, support a senior executive, rethink your learning strategy, or help a team work better together, every engagement begins with your context and ends with leaders who lead differently.
01Leadership Development Programs
Grow leaders on purpose, not by accident.
Most leaders are promoted for what they did well as individual contributors, then left to work out the rest. We design development programs around the real situations your leaders face — difficult conversations, delegation, change, accountability — so that what they learn shows up in how they lead on Monday morning.
Who it’s for
HR and talent leaders building a leadership pipeline; organizations preparing high-potential employees for larger roles; companies standardizing what good leadership looks like across sites or teams.
Challenges we hear
- New managers promoted for technical skill, expected to lead people overnight
- Leadership training that is well-received in the room and forgotten a week later
- Inconsistent leadership practices from one department or location to the next
- A thin bench of leaders ready to step into larger roles
How it’s delivered
- Cohort programs
- Multi-session journeys over several months, combining workshops, application work, and peer learning.
- Emerging leader tracks
- Foundational programs for new and aspiring managers making the shift from doing to leading.
- Senior leader intensives
- Focused sessions for experienced leaders on strategy, influence, and leading through change.
What we design for
- A shared language and model of leadership across the organization
- Skills practiced and applied on the job, not just discussed
- Leaders who understand their own strengths and how to lead others through theirs
- Clear connection between development activities and organizational priorities
02Executive Coaching
A thinking partner for the leaders everyone else depends on.
The higher a leader rises, the fewer candid conversations they get to have. Executive coaching creates a confidential space to think clearly, test decisions, and work deliberately on the habits that matter most at their level — grounded in assessment insight and focused on the outcomes the leader and the organization care about.
Who it’s for
Executives and senior leaders stepping into expanded roles; high-potential leaders being prepared for succession; leaders working through a specific challenge such as a merger, turnaround, or team rebuild.
Challenges we hear
- Stepping into a larger role with higher visibility and less margin for error
- Leading peers, former peers, or a newly inherited team
- Strengths that served well earlier now creating blind spots
- Carrying difficult decisions without a trusted sounding board
How it’s delivered
- Executive engagements
- Typically six months of regular sessions, anchored by goals agreed with the leader and, where appropriate, their sponsor.
- Transition coaching
- Focused support through the first months of a new role, promotion, or major organizational change.
- Assessment debriefs
- In-depth CliftonStrengths or DISC debriefs that turn assessment results into practical leadership insight.
What we design for
- Clarity on the leader’s priorities, strengths, and growth edges
- Measurable behavior goals the leader chooses and owns
- Stronger working relationships with teams, peers, and boards
- Sustainable leadership habits that outlast the engagement
03Organizational Learning & Consulting
Learning that earns its seat at the strategy table.
Training budgets are scrutinized, and learning teams are asked to show business impact. Drawing on a background in education, regional consulting, and corporate workforce development, we help organizations clarify what capability they need, design learning that builds it, and put the structures in place to sustain it.
Who it’s for
Learning and development leaders, HR executives, and business leaders who need a clear learning strategy, a stronger onboarding or development architecture, or an outside perspective on what is and isn’t working.
Challenges we hear
- Programs that are busy and well-attended but hard to connect to results
- No clear picture of which capabilities matter most for the next three years
- Onboarding and development experiences that vary widely across the organization
- A small learning team asked to do more with the same resources
How it’s delivered
- Learning strategy
- Needs analysis, capability frameworks, and a practical roadmap aligned to business priorities.
- Program design
- Curriculum architecture and instructional design for leadership, onboarding, and workforce development programs.
- Advisory partnership
- Ongoing counsel for learning and HR leaders as they build, evaluate, and refine their programs.
What we design for
- A learning strategy leadership understands and supports
- Programs built on sound adult-learning principles
- Evaluation approaches that look beyond satisfaction scores
- Internal teams equipped to sustain the work
04Workshops & Team Sessions
Teams work better when they understand how each other works.
Friction on a team is rarely about effort. More often, people are working from different assumptions about communication, pace, and priorities. Our workshops use proven tools — CliftonStrengths, DISC, and Blanchard leadership models — to make those differences visible, discussable, and useful.
Who it’s for
Intact teams, leadership teams, and departments; organizations hosting retreats or planning days; managers who want practical tools their teams will actually use.
Challenges we hear
- Team members who misread one another’s communication styles
- A new or restructured team that needs to find its footing quickly
- Leadership retreats that generate energy but little follow-through
- Managers unsure how to adapt their approach to different people
How it’s delivered
- Strengths-based team sessions
- CliftonStrengths workshops that help teams name, appreciate, and deploy their collective talents.
- Communication & DISC workshops
- Practical sessions on adapting communication to different behavioral styles.
- Situational leadership sessions
- Workshops built on Blanchard leadership models to help managers match their approach to each person’s needs.
- Retreat facilitation
- Designed and facilitated planning days and leadership retreats with clear outcomes and next steps.
What we design for
- A shared vocabulary for strengths, styles, and needs
- Practical tools teams can use the next day
- More productive conversations about how the team works together
- Clear commitments and follow-through after the session
Proven tools
Trusted models, applied with judgment.
Heather holds certifications in widely used leadership and assessment tools. They are never the whole answer, but used well they give leaders and teams a shared, practical language for growth.
CliftonStrengths
Helps leaders and teams identify their natural talents and turn them into strengths they apply deliberately.
DISC
A practical model of behavioral style that improves communication, collaboration, and conflict.
Blanchard leadership models
Proven frameworks that help managers adapt their leadership to what each person needs to succeed.
Engagement process
How we work together
Listen
We start with your context — your people, your priorities, and what success needs to look like — before recommending anything.
Design
We build an approach around the specific capabilities you need, using proven models and sound adult-learning principles.
Develop
We deliver engaging, practical experiences that ask leaders to practice and apply, not just listen.
Sustain
We plan for what happens after the session, so new habits have room and support to take hold.
FAQ
Questions, answered
Do you work with organizations outside Kansas?
Yes. Alacrity Insights is based in Kansas and works primarily with organizations across the Midwest. Coaching and many workshops can also be delivered virtually.
Can programs be customized to our organization?
Every engagement is shaped around your context. We draw on proven models such as CliftonStrengths, DISC, and Blanchard leadership models, and adapt them to your language, culture, and priorities.
How does an engagement begin?
With a consultation. We will talk through what you are seeing, what you hope will change, and whether we are the right fit. If we are, we follow up with a tailored proposal.
Is executive coaching confidential?
Yes. Coaching conversations are confidential. When an organization sponsors coaching, we agree up front on goals and on how progress will be shared, with the leader’s full knowledge.
Begin the conversation
Not sure which service fits? Let’s talk it through.
Many engagements combine elements — a leadership program with coaching for senior leaders, or a keynote followed by a team workshop. A consultation is the easiest way to find the right starting point.