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Leadership & Life 

  • First-time Managers: Expanding Your Expertise to Leading and Managing 

  • Leading Disruptive Change

  • Executive Presence, Authenticity, and Gravitas

  • Open Journeys & Existential Leadership


Teams & Organizations

  • Beyond Change 

  • Collective Intelligence for Aligning Strategy, Culture, & Talent

  • Collective Intelligence for Equity, Diversity & Inclusion

  • Culture & Talent; Accountability, Integrity & Performance 

  • Aligning Disruptive Change, Crisis, & Strategy





Course Details

Leadership & Life


First-time Managers: Expanding Your Expertise to Leading and Managing 

Team leaders and high-performing technical people are often promoted to manage a team. Managing and leading require people skills, political skills, and a clear transition.  We have taught thousands of potential and new first-time managers on five continents how to transition successfully into their new roles.  

Leading Disruptive Change 

The best strategy for disruptive change is to prepare ahead. Organizations that pre-develop leaders and processes to deal with disruptive change and crisis, unsurprisingly, do best. They lead effectively through risk, ambiguity, and the unexpected. This includes how to lead collective intelligence to make sense of the situation, challenge assumptions, integrate new information, make strategic decisions, and create aligned commitment in the midst of emerging situations.

In these times, assumptions about what both a leader and leadership are may need to be abandoned whole or re-blended to fit the dynamics of disruption. This includes assumptions about power, privilege, and what it means to lead.

Using experiential processes, we take leaders through the dynamics of disruption, the essence of leadership, and the impact this has on their assumptions of leadership and their role. We help leaders find a stable guide-point, facilitate collective sense-making and decision-making, increase diversity, equity and inclusion, and support the deployment, engagement, resilience, and learning of their people as they anticipate yet another set of emerging dynamics.

Executive Presence, Authenticity, & Gravitas 


We teach presence, authenticity, and gravitas to leaders through experiences, dialogue, and reflection. Each of these terms is highly correlated with effective leadership. One of the exercises we use in our courses is Distinctions: clearly differentiating what things mean in order to match our cognitive complexity with the nuanced complexity of our world. In this case, we might look through three lenses, Essence, Form, and Impact.

  • Presence: We can think about the essence of presence as the impact you make on others through your verbal and physical behavior as you 'convey' (but, actually, they interpret and attribute) your command of yourself, a subject, or the room.

  • Authenticity: At its essence, authenticity is often thought of as honesty, transparency, and congruence. That may be a speaker's internal experience. Yet, the test for the impact it mostly based on an assessment by others of your essential congruence as a person. This is usually arrived at by watching for the consistency of your stated views and actions -- as most people conflate consistency with congruence.

  • Gravitas: Gravitas is about the perceived quality of authenticity: is it deep, well-thought-out, and centered, in other words, have you done the hard inner work to know yourself and what matters to you in life? These markers often take the form of articulate passion, vulnerability, and insight -- perhaps, taking a stand with the interests of the group paramount -- leading to deep trust and influence.

Open Journeys & Existential Leadership

Open Journeys is a deep, intense, grounding, and exhilarating personal development course. We give leaders a chance to 'step back' and reflect on their patterns and their impact in a psychologically, socially, and emotionally safe place where privilege, power, and career blowback are replaced by participants with a respectful, peer mindset. Using our Collective Intelligence process, leaders learn to create the agreements and metrics people will use -- as allies and partners – to establish a new social contract with metrics for accountability.

Together, we create a space for you to examine and develop the capacities and agency you bring to five fundamental areas of life:

  • Existence

  • Experience

  • Meaning

  • Circumstance

  • Connection 

When you experience these five areas with agency, you choose your relationship to them and determine what they mean – and will mean -- in your life. In Open Journeys, rather than 'letting go' of experiences, we turn them into assets, resources, and tools you can use every day to enhance your life and the lives of others. 

The essence of Open Journeys is expanding your access to a broader and deeper palette of choices. Using a neuroscience-based approach, we begin with the capacity to generate and maintain a constant, present, and immutable core from which you can derive safety, stability, meaning, and agency in the midst of challenging circumstances. How we relate to these areas determines the quality of our lives and relationships.  Open Journeys facilitates processes to review, reconsider and re-choose our relationship to our lives, our loved ones, and our world.


Teams & Organizations

Beyond Change 

Beyond Change takes leaders, teams, and organizations beyond the anxiety and distractions of ‘surviving’ disruptive change and uncertainty. It expands identity, thinking, and choices so people are bigger than the circumstances and changes they will encounter. Separately and together, they are better able to identify emerging patterns, solve paradoxes, discover new opportunities, create new ways of working together, and focus on impact and results.

Collective Intelligence for Aligning Strategy, Culture, & Talent 

Change, strategy, culture, talent, and organization are interdependent. To move from strategy through execution they have to be developed and managed together. This requires enlarging the circle of stakeholders, yet most leaders are comfortable facilitating a team discussion with a group of twenty or so when 50 or 100 people with a greater variety of viewpoints is needed. 


Then, you begin the process of widespread acceptance and alignment throughout the organization. As you work with key influencers and stakeholders to get all the organization's assets and resources working together, we help you gather feedback and refine your engagement strategy.

CI starts with collective sense-making. People use processes to efficiently share information and perspectives. What emerges is a new fabric of insights the whole group can align to and act on. Then, you begin the process of widespread acceptance and alignment throughout the organization. As you work with key influencers and stakeholders to get all the organization's assets and resources working together, we help you gather feedback and refine your engagement strategy. Decision-making and resource planning become the next set of processes. These processes are based on a blend of World Cafe and Open Space approaches and can be used to create new projects, consider strategic directions, address emerging crises, and many other applications.

​Creating a Culture of Collective Intelligence: Equity, Diversity & Inclusion 

Sharing data, knowledge, and perspective is the lifeblood of good decision-making. In a crisis, it can determine the difference between thriving and demise. How data is weighted - whether perspectives and experiences are weighted equally - is often based on who is actually included, and how equally they are listened to. In complex, ambiguous, and rapidly changing situations, 'business as usual' mindsets are insufficient. A broader circle of information and voices along with new and incisive questions allow peers to make sense of, decide, and act together.

​Collective intelligence is a process designed to meet today’s complexity with complexity. It moves beyond the smartest one in the room’ expert mentality to ‘the smartest one in the room is the room’. Through inquiry, dialogue, and feedback shared understandings of the strategic challenges, opportunities, and resources an organization has and needs emerge to navigate a changing environment.

Creating Culture Together: Accountability, Integrity, & Performance 

We specialize in helping people take a step back in a psychologically, socially, and emotionally safe place where privilege, power, and career blowback are replaced by participants with a respectful, peer mindset. Using our Collective Intelligence process, people create the agreements and metrics people will use -- as allies and partners – to establish a new social contract with metrics for accountability.

To do this, we approach a culture of accountability, integrity, and performance as both a personal stance and a social contract. These are based on agreements that are made and kept consistently -- starting with those who possess the privilege and power to create and enforce their version of social reality.


Aligning Disruptive Change, Crisis, & Strategy

Crises can transform the way we think about ourselves, the nature of life, and other beliefs. Things we take for granted disappear, and in their place, we experience ambiguity and a world in which old patterns lead to dead ends. For organizations to change requires whole communities to reassess their individual and collective 'social reality’. 

We start with individuals -- in both individual and shared processes and dialogue -- re-examining their assumptions and beliefs, their identity, the data they use about a changing world, and crucially, their relationship to each of these. Together, they come to new personal and stable orientations through shared sense-making, an agreed approach, a collective focus, and aligned action.

Change, strategy, culture, talent, and organization have to develop together. They are dynamic, interdependent elements of a business. Our approach is to work with these elements as a system so the organization not only carves out a new reality for the current crisis but also learns how to assemble and reassemble reality as a permanent and ongoing skill set.




To ask different questions is to come to new understandings.


Our assessments are grounded in the practical realities of global business leadership competencies. At the same time, we ask more nuanced questions about leadership. This means our assessments not only provide feedback, but they also cause executive teams to rethink the nature of effective leadership.


Executives receive an assessment and profile of key strengths and development needs along with suggested development activities. For organizations and teams, we use a variety of instruments and approaches determined by interviews with key team members.


We also use DISC, MBTI, FIRO-B, and other popular assessments as your life and organization require. 

LPCA 360 (Leadership and Professional Competencies Assessment)

Neuragility's LPCA 360 provides executives and coaches with unique insights into how professional and competent they are perceived to be in eight core leadership areas along four axes. The LPCA 360 provides feedback from peers, reports, and other stakeholders in the leader's development. The LPCA 360 measures self-perception, others' perceptions, leadership fit, and perceived value within an organizational context.

Both the organization's ideal executive profile and this executive's profile are sorted into the pre-coded LPCA's eight areas of leadership: 1. wisdom, 2. power, 3. mind, 4. language, 5. integrity, 6. service, 7. change, and 8. action, along four axes: Being, Grounding, Knowing, and Doing. Essentially, the LPCA 360 measures the perceived ability of a leader to lead congruently from the inside out.

Five Orientations to Change

Change is not the issue. How you relate to it is the issue. There are five relationships to change we measure. These range from fixed to fluid, from simple to complex, and from closed to cosmopolitan. 

Life Inventory Packet

Neuragility's Life Inventory Packet addresses both personal and professional areas of your life. This packet takes time and reflection. The more time you spend, the richer it becomes. As you fill out the packet, you may find some realizations come quick while others ‘percolate’ in the back of your mind. Allow the process to unfold.


     1. Life Changes & Strategies

     2a & b. Message Sources (inventory and update)

     2c. Truths and My Relationship to Them

     3a &b. Completions

     4a. What I Bring to Life

     4b. Career Options & Integration Worksheet

     4c. My Global Expertise

     5. Distinctions



The Myers-Briggs™ Inventory

The Myers-Briggs™ Inventory helps you improve work and personal relationships, increase productivity, and identify leadership and interpersonal communication preferences for your clients. The standard Form M contains 93 items that determine preferences on four scales: 1.Extraversion-Introversion, 2.Sensing-Intuition, 3.Thinking-Feeling, and 4.Judging-Perceiving. The various combinations of these preferences result in 16 personality types.




The FIRO-B™ (Fundamental Interpersonal Relations Orientation-Behavior™) instrument is a powerful tool that assesses how personal needs affect your behavior toward other people. Each item is measured in two dimensions: your expressed behavior, and the behavior you want from others. The FIRO-B™ inventory offers insight into your compatibility with other people, as well as into your individual characteristics. It provides insight into situations that require interpersonal behavior measurement, including management development, team building, employee development, and individual or couples counseling.




Why do we act the way we do? How do others see us? Use the Personal Profile System to understand yourself and your impact on others while reducing conflict and improving relationships. This original and most reliable DiSC® instrument has been used for over twenty years by twenty million people worldwide. The Personal Profile System's DiSC Dimensions of Behavior model identifies and groups behavior in four easy-to-understand areas: Dominance, Influence, Steadiness, Conscientiousness.



16 Personalities

Using a different database, though a similar theoretical model to the ubiquitous MBTI, this is a fast and free starter for types and preferences. This a quick way to start a conversation about relationships. 


Management Team Role-indicator™
This tool helps teams improve their collective performance and individuals enhance their personal effectiveness. The MTR-i® identifies the behaviors actually being used in a team context; this helps individuals manage their personal stretch, enabling them to move outside their comfort zones when necessary to improve performance; it helps the team assess whether the most productive behaviors are being used for their particular situation.



Strengths Assessments

The Strength Deployment Inventory (SDI) is a self-scoring motivational assessment tool. It measures an individual's Motivational Value System both when things are going well and when the person faces conflict or opposition. The SDI goes beyond behavior into the motivations and values that underlie those behaviors.

The applications of the SDI are many, including building awareness of self and others, leadership development, team building, conflict management, and dispute resolution and mediation, to name a few. The SDI when used with intact or newly formed teams gives the teams a picture of how everyone on the team is motivated - both when things are going well and during conflict. Teams use this information to allocate tasks, identify and resolve conflict, improve communication, and work more productively together.

TrPg: Teams
TrPg: Assessments
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