The Regenerative Leadership Legacy | 6-Month Intensive Partnership
Nicole Parker-Beggs, M.S., BCC
The Complexity of Leading Organizational Transformation
The Reality: You are no longer the leader trying to find yourself or even just navigate complex challenges. You have done that work. You have realigned with your values. You have learned to lead systemically. You have proven to yourself that regenerative leadership is possible.
But now you are facing the most significant challenge of your career.
You are the CEO, Founder, or C-suite leader responsible for transforming an entire organization. You are not just changing your own leadership—you are rebuilding extractive systems into regenerative ones. You are not just navigating complexity—you are holding it for everyone. You are not just pioneering a new path—you are creating the conditions for hundreds or thousands of people to flourish.
You are the CEO, Founder, or C-suite leader responsible for transforming an entire organization. You are not just changing your own leadership—you are rebuilding extractive systems into regenerative ones. You are not just navigating complexity—you are holding it for everyone. You are not just pioneering a new path—you are creating the conditions for hundreds or thousands of people to flourish.
And the weight of this is enormous.
Common Experiences of Organizational-Scale Leadership:
The Isolation of Organizational Transformation
At your level of leadership, there is no one above you to turn to. Your board may not understand regenerative principles. Your peers are optimizing for quarterly results. Your team is looking to you for answers you are still discovering. You are pioneering organizational transformation at the highest levels—and you are doing it alone.
The Isolation of Organizational Transformation
At your level of leadership, there is no one above you to turn to. Your board may not understand regenerative principles. Your peers are optimizing for quarterly results. Your team is looking to you for answers you are still discovering. You are pioneering organizational transformation at the highest levels—and you are doing it alone.
The Complexity of Systemic Rebuilding
You are not facing individual leadership challenges anymore. You are navigating board dynamics, shareholder expectations, market pressures that reward extraction, cultural patterns embedded over decades, power structures that resist redistribution, and transformation that requires rebuilding fundamental organizational systems. You need more than strategy—you need sustained partnership for the depth and duration this requires.
You are not facing individual leadership challenges anymore. You are navigating board dynamics, shareholder expectations, market pressures that reward extraction, cultural patterns embedded over decades, power structures that resist redistribution, and transformation that requires rebuilding fundamental organizational systems. You need more than strategy—you need sustained partnership for the depth and duration this requires.
The Scale of Responsibility
Your personal work IS organizational work now. Your nervous system regulation influences organizational culture. Your values alignment (or misalignment) shapes systems affecting hundreds or thousands of lives. When you falter, entire teams feel it. When you break through, entire organizations transform. The stakes are higher than they've ever been.
Your personal work IS organizational work now. Your nervous system regulation influences organizational culture. Your values alignment (or misalignment) shapes systems affecting hundreds or thousands of lives. When you falter, entire teams feel it. When you break through, entire organizations transform. The stakes are higher than they've ever been.
The Exhaustion of Holding Everything
You are holding regenerative vision while navigating extractive pressures. You are maintaining your own wholeness while transforming organizational culture. You are building psychological safety while managing board expectations. You are distributing power while ultimately being accountable. The complexity never stops, and there is no one to share the weight.
You are holding regenerative vision while navigating extractive pressures. You are maintaining your own wholeness while transforming organizational culture. You are building psychological safety while managing board expectations. You are distributing power while ultimately being accountable. The complexity never stops, and there is no one to share the weight.
The Legacy Question
You are acutely aware that your time in this role is limited. You want to leave behind regenerative systems and cultures that continue long after you are gone. But you are uncertain how to build that kind of legacy while managing today's demands. The urgency of transformation meets the reality of organizational pace, and you need partnership to navigate both.
You are acutely aware that your time in this role is limited. You want to leave behind regenerative systems and cultures that continue long after you are gone. But you are uncertain how to build that kind of legacy while managing today's demands. The urgency of transformation meets the reality of organizational pace, and you need partnership to navigate both.
The Real Need:
This is not about fixing you or even just strategic partnership for challenges. This is about sustained, intensive support for the most significant leadership work of your career—transforming entire organizational systems with someone who understands both the psychology of leadership and the complexity of transformation at this scale.
This is not about fixing you or even just strategic partnership for challenges. This is about sustained, intensive support for the most significant leadership work of your career—transforming entire organizational systems with someone who understands both the psychology of leadership and the complexity of transformation at this scale.
How The Regenerative Leadership Legacy Works
6 Months of Intensive Weekly Partnership for Organizational Transformation
Phase 1: Foundation & Deep Assessment | Weeks 1-8
Understanding Where You Are and Where You Are Going
Sessions 1-8 Focus On:
- Comprehensive assessment of your leadership, your organization, and the transformation you are seeking
- Deep exploration of your values, your vision, and the regenerative future you are building
- Mapping the extractive systems you are navigating and the regenerative alternatives you are creating
- Understanding organizational dynamics—power structures, cultural patterns, resistance points, allies for change
- Clarifying your role in transformation—what's yours to change, what requires partnership, what's beyond your control
- Beginning the inner work required for outer transformation—nervous system capacity, values alignment under pressure, holding complexity
Immediate Outcomes:
- Crystal-clear understanding of current organizational reality and regenerative vision
- Comprehensive map of the transformation journey ahead—systems to rebuild, resistance to navigate, capacity to build
- Deep alignment between your personal values and the organizational transformation you're leading
- Initial experiments in regenerative leadership at organizational scale
- Sustainable practices for maintaining your own wholeness while leading complexity
Phase 2: Transformation & Navigation | Weeks 9-16
Rebuilding Systems and Leading Through Resistance
Sessions 9-16 Focus On:
- Leading organizational culture transformation while navigating resistance from multiple stakeholders
- Rebuilding extractive systems into regenerative ones—compensation, performance management, decision-making, communication
- Navigating board dynamics, shareholder expectations, or market pressures while staying true to regenerative principles
- Building psychological safety and distributing power more appropriately throughout the organization
- Developing other leaders and creating conditions for collective leadership
- Managing your own nervous system and energy while holding complexity for an entire organization
- Addressing the inevitable breakdowns, resistance, and "dark nights" of transformation work
Immediate Outcomes:
- Visible shifts in organizational culture, leadership practices, or systemic patterns
- Proven strategies for navigating resistance and building coalition for regenerative change
- Greater capacity to hold complexity, paradox, and resistance without losing your center
- Evidence of psychological safety, distributed power, or other regenerative practices taking root
- Sustainable rhythms that allow you to lead transformation without depleting yourself
Phase 3: Integration & Legacy | Weeks 17-24
Sustaining Transformation and Building Legacy
Sessions 17-24 Focus On:
- Consolidating organizational transformation and ensuring sustainability beyond your direct involvement
- Building regenerative capacity throughout the organization—not just in you, but in systems and other leaders
- Addressing remaining resistance, complexity, or transformation challenges
- Creating succession plans or leadership development that continues regenerative work
- Developing your own ongoing practices for sustained regenerative leadership
- Celebrating the transformation and preparing for what's next—whether that's continued partnership or independent evolution
Immediate Outcomes:
- Self-sustaining regenerative practices embedded in organizational culture and systems
- Other leaders carrying forward the transformation work you've begun
- Clear plan for continued organizational evolution and your role in it
- Your own regenerative leadership practices that sustain long after our partnership ends
- Foundation for either renewal of partnership or confident independent continuation
Why 6 Months of Weekly Partnership Creates Organizational Legacy
The Journey of Regenerative Organizational Transformation
Weeks 1-8 | Foundation
You gain profound clarity about your organization's current reality and the transformation required. The extractive systems become visible. Your regenerative vision crystallizes. You begin the deep inner work required to lead outer transformation. Initial experiments test what's possible.
You gain profound clarity about your organization's current reality and the transformation required. The extractive systems become visible. Your regenerative vision crystallizes. You begin the deep inner work required to lead outer transformation. Initial experiments test what's possible.
Weeks 9-16 | Transformation
The rebuilding intensifies. You are navigating board resistance, transforming compensation systems, redistributing power, building psychological safety. The work is hard. Resistance is real. And you have a weekly partnership to hold it all—the strategy, the emotion, the complexity, the breakthroughs.
The rebuilding intensifies. You are navigating board resistance, transforming compensation systems, redistributing power, building psychological safety. The work is hard. Resistance is real. And you have a weekly partnership to hold it all—the strategy, the emotion, the complexity, the breakthroughs.
Weeks 17-24 | Integration
The transformation becomes undeniable. Organizational culture shifts. Systems operate differently. Other leaders carry regenerative practices forward. What you have built will continue beyond you. Your legacy is taking shape.
The transformation becomes undeniable. Organizational culture shifts. Systems operate differently. Other leaders carry regenerative practices forward. What you have built will continue beyond you. Your legacy is taking shape.
Why Weekly Intensive Sessions?
Sustained Support for Sustained Transformation
Organizational transformation isn't a sprint—it's a marathon that requires consistent partnership. Weekly sessions mean you never go more than 7 days without strategic thinking support, emotional grounding, and renewed clarity for the complexity you are holding.
Organizational transformation isn't a sprint—it's a marathon that requires consistent partnership. Weekly sessions mean you never go more than 7 days without strategic thinking support, emotional grounding, and renewed clarity for the complexity you are holding.
Real-Time Navigation of High-Stakes Challenges
At your level, challenges don't wait two weeks. Board meetings happen. Cultural resistance emerges. Strategic decisions require immediate clarity. Weekly partnership means real-time support for the moments that matter most.
At your level, challenges don't wait two weeks. Board meetings happen. Cultural resistance emerges. Strategic decisions require immediate clarity. Weekly partnership means real-time support for the moments that matter most.
Deep Inner Work Alongside Outer Transformation
Transforming organizations requires transforming yourself—your nervous system capacity, your ability to hold complexity, your values alignment under pressure. Weekly sessions create space for both the strategic work and the inner work that makes it sustainable.
Transforming organizations requires transforming yourself—your nervous system capacity, your ability to hold complexity, your values alignment under pressure. Weekly sessions create space for both the strategic work and the inner work that makes it sustainable.
Momentum Through Resistance
Organizational transformation inevitably meets resistance—from boards, from embedded cultural patterns, from people invested in old systems. Weekly partnership maintains momentum when everything in you wants to slow down or revert to extractive defaults.
Organizational transformation inevitably meets resistance—from boards, from embedded cultural patterns, from people invested in old systems. Weekly partnership maintains momentum when everything in you wants to slow down or revert to extractive defaults.
Why This Partnership Works Better Than Going It Alone...
Organizational Transformation Requires Systems Expertise
Your challenges are not just about leadership anymore—they are about compensation design, power distribution, cultural transformation, board dynamics, and systemic change. You need a partner who understands organizational psychology, regenerative principles, and the complexity of transformation at this scale.
Your challenges are not just about leadership anymore—they are about compensation design, power distribution, cultural transformation, board dynamics, and systemic change. You need a partner who understands organizational psychology, regenerative principles, and the complexity of transformation at this scale.
The Highest Levels of Leadership Require the Deepest Partnership
The more responsibility you hold, the more isolated you become. There is no one above you to turn to. Your team looks to you for answers. Your board expects results. You need someone outside the system who can think WITH you about what you are building—someone with no agenda except your success and the regenerative future you're creating.
The more responsibility you hold, the more isolated you become. There is no one above you to turn to. Your team looks to you for answers. Your board expects results. You need someone outside the system who can think WITH you about what you are building—someone with no agenda except your success and the regenerative future you're creating.
Legacy Work Demands Sustained Attention
Quick fixes do not create a legacy. Surface changes do not transform cultures. Building regenerative organizations that continue beyond you requires depth, duration, and partnership that matches the significance of what you are creating.
Quick fixes do not create a legacy. Surface changes do not transform cultures. Building regenerative organizations that continue beyond you requires depth, duration, and partnership that matches the significance of what you are creating.
Your Investment in Organizational Legacy
Program Investment: $15,000
Payment Options:
- Full Payment: $15,000
- 6-Month Payment Plan: $2,500 × 6 payments
This Investment Reflects:
Six months of intensive partnership for the most significant leadership work of your career – transforming not just yourself, but the organizational systems and cultures you steward. The value isn't measured in quarterly results or personal promotions – it's measured in regenerative legacy, sustainable organizational transformation, and your capacity to create systems that honor human dignity at scale.
Six months of intensive partnership for the most significant leadership work of your career – transforming not just yourself, but the organizational systems and cultures you steward. The value isn't measured in quarterly results or personal promotions – it's measured in regenerative legacy, sustainable organizational transformation, and your capacity to create systems that honor human dignity at scale.
What Leaders in This Partnership Report:
- Profound relief from the isolation of organizational transformation – finally having sustained partnership at the highest levels
- Measurable shifts in organizational culture, psychological safety, and systemic patterns
- Strategic clarity for navigating board dynamics, shareholder pressures, and market forces while staying true to regenerative principles
- Greater capacity to hold complexity for entire organizations without depleting themselves
- Visible evidence of regenerative systems taking root – in compensation, performance management, decision-making, culture
- Confidence to lead legacy-level transformation rather than just incremental improvement
- Organizations that become models of what's possible when leaders have the courage to rebuild from the inside out
The Real Question:
Can you afford to lead organizational transformation alone for six more months?
Can you afford to lead organizational transformation alone for six more months?
The cost isn't just to you – though the isolation and exhaustion are significant. The cost is to everyone whose life is shaped by the organization you steward. Every person is waiting for psychological safety. Every team is yearning for a regenerative culture. Every system is perpetuating extraction because no one has the partnership required to rebuild it.
This investment says: I am ready to transform entire organizations. The people I lead deserve regenerative cultures. The systems I steward deserve to be rebuilt with dignity. My legacy will be measured not by what I achieved, but by what I created for others.
This Partnership Is For Leaders Who...
✓ Are CEOs, Founders, or C-suite leaders with significant organizational influence and the authority to transform systems at scale
✓ Have done foundational realignment work—you know your values, you're leading from wholeness, and you're ready for organizational-level transformation (often through Tier 1 or 2, or equivalent work)
✓ Are committed to building regenerative organizations where sustainable high performance emerges from honoring human dignity, not extracting from people
✓ Are navigating complexity at the highest levels—board dynamics, shareholder expectations, market pressures, cultural transformation, or industry disruption
✓ Understand that your personal work IS organizational work—that your nervous system, your values alignment, your leadership presence shapes everything
✓ Are ready for 6 months of intensive partnership—weekly sessions, deep exploration, sustained commitment to transformation that extends far beyond yourself
✓ Value depth over speed—you know that rebuilding organizational foundations takes time, and you're willing to do the work
✓ Are seeking legacy through systems change—not just promotions or accolades, but creating regenerative organizations that continue long after you're gone
✓ Have organizational stability (or the courage to create it) to support this level of transformation work
✓ Are willing to examine your own complicity in extractive systems with compassion, courage, and commitment to change
Not Right If…
✗ You're seeking tactical problem-solving or quick performance improvements—this is deep, sustained organizational transformation work
✗ You want organizational consulting rather than individual coaching—if you need team development, organizational design, or culture audits as your primary need, that's a separate consulting engagement
✗ You're not ready for 6-month intensive commitment—if you need shorter-term strategic partnership, consider Tier 2 first
✗ You're content with incremental improvement—this partnership is for leaders ready to fundamentally transform how their organizations operate
✗ You want someone to tell you exactly what to do—this is co-creative partnership rooted in your wisdom and context, not prescription
✗ Your organization is too unstable for sustained transformation work—if you are in crisis or survival mode, focus on stabilization first
✗ You're measuring success primarily through financial metrics—if you can't imagine defining success through human flourishing, psychological safety, and regenerative capacity, this isn't the right fit
Why Sustained Partnership Can't Wait
The Pattern of Leading Organizational Transformation Alone…
Month 1-2: You launch transformation initiatives with vision and energy
Month 3-4: Board resistance emerges and you don't have weekly support to navigate it
Month 5-6: Cultural patterns reassert because systemic change is hard without sustained partnership
Month 9-12: You're exhausted from holding complexity for everyone, and transformation stalls
Year 2: The opportunity to build regenerative legacy passes because you tried to do it without the depth of partnership organizational transformation requires
Month 3-4: Board resistance emerges and you don't have weekly support to navigate it
Month 5-6: Cultural patterns reassert because systemic change is hard without sustained partnership
Month 9-12: You're exhausted from holding complexity for everyone, and transformation stalls
Year 2: The opportunity to build regenerative legacy passes because you tried to do it without the depth of partnership organizational transformation requires
The Reality of "Later"
Organizational transformation doesn't get easier with time—it gets harder. The longer you lead alone, the more depleted you become. The more depleted you become, the more likely you are to revert to extractive defaults under pressure. Your organization is waiting for the regenerative culture you can build—but not alone.
Organizational transformation doesn't get easier with time—it gets harder. The longer you lead alone, the more depleted you become. The more depleted you become, the more likely you are to revert to extractive defaults under pressure. Your organization is waiting for the regenerative culture you can build—but not alone.
The Stakes Are Higher Now
At your level of leadership, your transformation ripples through hundreds or thousands of lives. Every month you navigate board dynamics alone is a month your team waits for psychological safety. Every quarter you rebuild systems without partnership is a quarter the organization perpetuates extraction. Every year you defer this work is a year your legacy remains unrealized.
At your level of leadership, your transformation ripples through hundreds or thousands of lives. Every month you navigate board dynamics alone is a month your team waits for psychological safety. Every quarter you rebuild systems without partnership is a quarter the organization perpetuates extraction. Every year you defer this work is a year your legacy remains unrealized.
The urgency isn't external pressure—it's the deep knowing that organizational transformation at this scale requires sustained partnership, and every month you wait is a month those you lead don't have the regenerative culture they deserve.
That knowing deserves to be honored. Now.
Ready to Transform Your Organization?
Legacy emerges when visionary leaders find the sustained partnership organizational transformation requires.
What will the next 6 months look like?
Without this partnership:
- Continue leading organizational transformation in isolation at the highest levels
- Navigate board dynamics, cultural resistance, and systemic change without weekly strategic support
- Watch regenerative vision stall because transformation at this scale is too complex to do alone
- Experience ongoing exhaustion from holding complexity for entire organizations without sustained partnership
- Miss the opportunity to create the regenerative legacy you're capable of building
With this partnership:
- Transform entire organizational systems with weekly strategic thinking partnership
- Navigate board dynamics, shareholder pressures, and cultural resistance with sustained support
- Build regenerative cultures that prove another way is possible at organizational scale
- Lead systemic transformation with proven frameworks, deep expertise, and partnership that matches the complexity
- Create legacy through organizations and systems that honor human dignity long after you're gone
Your organizational transformation begins with one strategic conversation.
Next Step: Complimentary Exploration Call
Before we begin, let's explore whether this partnership is right for where you are and what you're building:
✓ Understand your organizational transformation vision and the complexity you're navigating
✓ Explore what 6 months of intensive partnership could make possible
✓ Determine if this partnership matches your readiness and needs
✓ Create initial strategic clarity about your path forward, regardless of your decision
✓ Explore what 6 months of intensive partnership could make possible
✓ Determine if this partnership matches your readiness and needs
✓ Create initial strategic clarity about your path forward, regardless of your decision
No performance required. No pressure. Just a candid conversation about your organizational transformation vision, your readiness for this depth of work, and whether we're aligned for this journey together.
Questions first?
Email: nicole@merakiconsultingpartner.com
Phone: 469.200.6001 x 805
LinkedIn: www.linkedin.com/in/nicoleparkerbeggs
Nicole Parker-Beggs, M.S., BCC
Organizational Psychologist & Executive Coach
Email: nicole@merakiconsultingpartner.com
Phone: 469.200.6001 x 805
LinkedIn: www.linkedin.com/in/nicoleparkerbeggs
Nicole Parker-Beggs, M.S., BCC
Organizational Psychologist & Executive Coach
Credentials:
M.S. Industrial & Organizational Psychology
Board Certified Coach (BCC)
Committed to regenerative leadership and life-giving systems
Board Certified Coach (BCC)
Committed to regenerative leadership and life-giving systems
Location: Frisco, Texas | Virtual Coaching Available Worldwide
The path forward isn't found in the grind—it emerges when we lead from calm presence and dare to create what doesn't yet exist.
The Regenerative Leadership Legacy is a signature offering of Meraki Consulting, where we transform extractive workplace cultures into regenerative ones—starting with the leaders who have the courage to go first, and the commitment to go deep.
The Regenerative Leadership Legacy is a signature offering of Meraki Consulting, where we transform extractive workplace cultures into regenerative ones—starting with the leaders who have the courage to go first, and the commitment to go deep.
Testimonials
The Challenge:
Emily had completed The Regenerative Leadership Partnership (Tier 2) and successfully navigated specific systemic challenges. But as her startup scaled from 50 to 200+ employees, she realized she needed sustained partnership for organizational-level transformation. The extractive startup culture was creeping back in—despite her regenerative intentions—and she needed to rebuild fundamental systems while managing board expectations for rapid growth.
6-Month Intensive Partnership:
Weeks 1-8:
- Deep assessment revealed how her own nervous system patterns under pressure were inadvertently creating extractive culture
- Mapped organizational power structures and identified where psychological safety was breaking down
- Created comprehensive strategy for transforming compensation, performance management, and decision-making systems
- Built coalition of regenerative leaders within the organization
Weeks 9-16:
- Led board through difficult conversations about sustainable growth vs. extraction
- Rebuilt compensation system to reward collaboration over individual performance
- Implemented new decision-making structures that distributed power more appropriately
- Navigated fierce resistance from investors focused on quarterly metrics
- Maintained her own wholeness during the most challenging transformation moments
Weeks 17-24:
- Organizational culture transformation became undeniable—engagement scores up 40%, turnover down significantly
- New performance management system emphasizing psychological safety and sustainable high performance fully operational
- Leadership team carrying forward regenerative practices independently
- Company became known as a model of regenerative culture in competitive tech industry
- Built succession plan ensuring transformation continues beyond her tenure
Result:
Emily built a regenerative organization that proves high growth and human dignity aren't mutually exclusive. Her company is now studied by other startups as a model of what's possible. Most importantly, the systems she built will continue long after she moves on—that's legacy.
"I thought I could transform organizational culture with strategic partnership every two weeks. I was wrong. The weekly sessions were essential—for navigating board resistance, for holding my own complexity, for actually rebuilding systems rather than just improving them. This partnership gave me the sustained support organizational transformation requires."
- Emily - CEO (Tech Startup Scaling to 200+ Employees)
Frequently Asked Questions
I completed The Regenerative Leadership Partnership (Tier 2)—is this the natural next step?
It can be, but it depends on what you're facing now. If you're ready to transform your entire organization (not just navigate specific challenges), if you're a Founder or in a C-suite role with significant influence, and if you want sustained partnership for organizational-scale transformation—then yes, this is the natural evolution.
Many leaders complete Tier 2 and realize they need intensive weekly partnership for the organizational transformation work ahead. Others complete Tier 2 and feel complete—they have what they need to continue independently.
The question is: Are you facing organizational-scale transformation that requires sustained intensive partnership? If yes, this is your next step.
The question is: Are you facing organizational-scale transformation that requires sustained intensive partnership? If yes, this is your next step.
I haven't worked with you before—can I start with Tier 3, or do I need Tier 1 or 2 first?
You don't automatically need to complete Tier 1 or 2 to begin this partnership. What matters is whether you've done foundational values realignment work (knowing your values and leading from wholeness rather than performance) and whether you're ready for organizational-scale transformation.
Many leaders arrive here having done their inner work through other means—therapy, other coaching, life experience, or their own transformative journey. The key questions: Are you embodying your values in your leadership? Are you a Founder or C-suite leader ready to transform organizational systems? Do you need sustained intensive partnership for this work?
If you're still in acute values misalignment or navigating primarily individual challenges, Tier 1 or 2 would be better starting places.
How is this different from Tier 2 (The Regenerative Leadership Partnership)?
Tier 2 is a 4-month bi-weekly partnership for leaders navigating complex organizational challenges. It's a strategic partnership for systemic work, with space between sessions for implementation. It's for leaders who need thinking partnership for specific challenges.
Tier 3 is 6 months of weekly intensive partnership for Founders and C-suite leaders transforming entire organizations. This work has a depth and breadth that requires weekly support. It is designed for leaders whose scope of influence and responsibility for transformation are at an organizational scale.
Think of it this way:
- Tier 1: Finding yourself and reconnecting with your values
- Tier 2: Transforming your leadership approach and navigating systemic challenges
- Tier 3: Transforming entire organizational systems and building regenerative legacy
What if I need organizational consulting, not just individual coaching?
This partnership focuses on YOUR individual leadership transformation—which naturally impacts your organization because of your position and influence. If you need team development, organizational design consulting, or culture audits, those are separate consulting engagements we can discuss.
Many leaders do both—individual intensive coaching for their personal transformation plus organizational consulting for specific team or systems work. We'll explore what combination serves your transformation during our discovery call.
What if I need more than 6 months?
Many leaders renew for additional partnership after the initial 6 months. Organizational transformation often takes longer than we initially imagine—and the depth of partnership we build together creates conditions for ongoing evolution.
After 6 months, you may choose to:
- Renew for another 6 months of continued intensive partnership ($15,000)
- Transition to quarterly sessions for ongoing strategic support ($2,500/quarter for monthly 60-minute sessions)
- Complete the partnership and continue your transformation independently
- Engage me as organizational consultant for specific team or systems work (separate engagement)
We'll discuss what serves your continued growth as we approach the end of our initial partnership.
How do I know if my organization is stable enough for this work?
If you're in acute crisis or survival mode, focus on stabilization first. This partnership requires enough organizational stability to do deep transformation work—not perfect stability, but enough ground beneath you to rebuild foundations.
If you're navigating significant change and have some stability, this partnership can actually help you lead through complexity with greater capacity. We'll assess together during your exploration call whether the timing is right.
Can I start immediately, or is there a waiting period?
My intensive partnerships are intentionally limited to ensure every leader receives the depth of attention this work requires. Depending on current availability, you may begin immediately or join a brief waitlist. Your exploration call will clarify timing.
What if I need to pause or reschedule sessions?
Life happens—even for leaders transforming organizations. You can reschedule weekly sessions with 48 hours' notice. If you need to pause your partnership due to extended leave or emergency, we'll work together to find a solution that honors both your needs and the integrity of the transformation work.
How do I know if I'm ready for this level of partnership?
If you're asking this question, you're probably ready. The best indicators:
- You're a Founder or C-suite leader with significant organizational influence
- You've done foundational values realignment work
- You're facing organizational-scale transformation, not just individual challenges
- You value sustained deep partnership over quick fixes
- You're committed to the inner work required for outer organizational transformation
- You understand that 6 months is an investment in legacy, not just immediate results
What if I realize I need to make significant organizational changes during the partnership?
That's often exactly what emerges from this partnership—clarity about what needs to change and the strategic support to actually change it. We'll support you in discerning what's yours to change, what requires building a coalition, and what might need different timing or resources. Many leaders use this partnership to build the foundation for larger organizational transformation efforts that continue beyond our formal work together.
I'm worried about board or shareholder resistance to regenerative approaches.
Navigating resistance at the highest levels is central to this partnership. We'll work together on strategic framing, building stakeholder buy-in, demonstrating results through pilot programs, and maintaining your capacity while leading change against resistance. Many leaders discover that regenerative practices actually reduce long-term resistance because the results speak for themselves—people flourish, performance improves, cultures transform.
How is this different from other executive coaching at the C-suite level?
Most executive coaching at your level focuses on strategy, performance optimization, and competitive advantage within existing paradigms. It treats organizations as machines to optimize and people as resources to leverage.
This partnership helps you transform those paradigms entirely. We're not optimizing your performance in extractive systems—we're supporting you to rebuild them into regenerative ones. Plus, I bring deep expertise in both organizational psychology AND regenerative principles, which is rare in executive coaching.
What if I'm not sure I can commit to weekly sessions for 6 months?
If you're genuinely uncertain about your capacity for weekly commitment, we can discuss that in your exploration call. However, weekly sessions are what make organizational transformation at this scale possible. The consistency, the sustained support, the real-time partnership—that's what differentiates this from strategic consulting or monthly check-ins.
The real question: Can you afford NOT to have weekly partnership for organizational transformation of this significance?
What happens after the 6 months?
You'll have options. Many leaders renew for continued intensive partnership because organizational transformation takes time. Others transition to quarterly sessions for ongoing support. Some feel complete and continue independently with the regenerative capacity we've built together.
What matters is that the transformation continues—whether that's with me or independently. We'll assess what serves your continued evolution and organizational legacy as we approach month 6.
Do I need my organization's approval or sponsorship to participate?
Not necessarily. Many leaders invest in this partnership personally because they recognize it will transform their effectiveness and organizational impact. However, some organizations do sponsor executive coaching as leadership development. We can provide documentation for organizational sponsorship or reimbursement if needed.
Do you work with leaders outside the United States?
Yes. All sessions are virtual, and I've worked with leaders across multiple time zones and cultural contexts. We'll find weekly session times that work for both of us, regardless of geography.
Price
$15,000
OR
6 payments of $2,500 (monthly)
By booking this package, you agree to these Terms and Conditions
This package includes
What's Included In Your 6-Month Partnership
24 Weekly Partnership Sessions (60 minutes each)
- Deep, sustained exploration of organizational transformation challenges
- Strategic problem-solving for board dynamics, cultural resistance, systemic change
- Real-time coaching on high-stakes leadership moments
- Space for both the strategic work and the inner work that sustains it
- Consistent weekly rhythm that maintains momentum through resistance
Comprehensive Leadership & Organizational Assessment
- Deep assessment of your leadership—strengths, blind spots, growth edges, regenerative potential
- Organizational culture audit to understand current state and transformation opportunities
- Stakeholder dynamics mapping to identify resistance, allies, and strategic partnerships
- Values alignment assessment between your personal values and organizational systems
- Strategic baseline for measuring transformation over 6 months
The Meraki Regenerative Leadership Assessment
- Understanding your leadership capacity across the four domains: Self, Relationship, Team, and System
- Insight into how your nervous system responds to pressure, complexity, and resistance
- Strategies for building sustainable capacity while addressing developmental blind spots
- Application to organizational transformation—understanding how your capacity shapes culture at scale
- Comprehensive debrief session integrating your assessment results into your transformation work
Ongoing Asynchronous Support Between Sessions
- Voxer access for urgent questions, real-time challenges, or breakthrough moments
- Email support for strategic questions, document review, or preparation for high-stakes situations
- Quick-turnaround feedback when you need thinking partnership outside weekly sessions
- Support for the moments that can't wait until next week's session
Curated Resources & Strategic Tools
- Access to Meraki's comprehensive resource library (frameworks, assessments, case studies)
- Regenerative organizational design resources—compensation, performance management, decision-making
- Connection to relevant research, models, and examples from other regenerative organizations
- Personalized recommendations based on your specific organizational transformation challenges
Session Summaries & Strategic Documentation
- Clear action steps and accountability between weekly sessions
- Documentation of your transformation journey over 6 months
- Strategic plans and frameworks we co-create together
Quarterly Progress Reviews
- Structured assessment of transformation progress every 8 weeks
- Adjustment of strategies based on what's working and what needs to evolve
- Celebration of wins and honest assessment of remaining challenges
- Recalibration of approach to ensure continued momentum