How to support cultural change when the initial request is for employee training?

How to encourage the valuing of different perspectives and contributions in a positive way?

How to encourage the valuing of many different perspectives in determining a team vision?

How to create more interdependent work within a team (e.g., handoffs, expectations of help)?

How to provide feedback to science leaders that don’t know when to allow for more autonomous staff behavior?

How to build commitment for peer learning at the onset to training?

How might we know when conflicting parties are ready to engage with each other productively?

How might we help leaders assess their feelings and readiness for planned transitions?

How to help management become aligned in a non-defensive way to focus on an expanding employee conflict in the workplace?

How to enhance a team’s creative thinking to move beyond the natural resistance to change?

How to create a unifying approach for divisions with differing visions yet needing to work interdependently on collateral tasks?

How can an inter-agency dispute become a generative conversation based on iterative feedback?

How can politicians (or their staff) provide the impetus for public sector change?

How might you structure 360° feedback to clarify at a glance, what is already known, what more might be disclosed and what might signal further reflection?