People in organizations form a human system that needs regular diagnostics, repair, and optimization

Most people would not drive a fancy car without ever thinking about changing the oil or greasing the joints.  If these things are ignored, the car will not run well and might even break down - one broken gear can affect the whole system.  Emotional and relational health is sort of the lubrication of your organization, so it needs the same regular care and maintenance.  My process will help keep the human gears of your organizational system well tuned.

Relational and emotional health consists of several interconnected elements that must all be addressed in order to maximize results - my approach does that

Transactional AND Family Dynamics

Organizations all have a transactional and a family dynamic.  Transactional components refer to the tasks the organization must accomplish – most organizations understandably focus here.  But organizations of human always have a family dynamic.  This has to do with the relationships among the people and how they feel they fit into the organization.  Most organizations are less aware of the importance of this family dynamic, so they must be educated about how it impacts the transactional dimension.

Triangle Team Development

Organizations must develop teamwork, but teamwork has several dimensions - each with its own dynamics (see figure 1)

  • Leadership – Leaders must delegate well, develop and empower followers, understand the family dynamics and group anxieties of their organization, recognize their own insecurities, learn how others see them, understand what others need from them, develop better communication skills, and understand the sources of their power and authority. 

  • Followership – Followers must anticipate what their supervisor needs to be effective, know when to advise or challenge or refrain from saying anything about a leader’s decision, know how to help the leader bear the burden of leadership and not make it harder (leadership is tough enough!), learn to resolve conflict with leaders in constructive and respectful ways, and resist coveting a leader’s position.

  • Teamwork – Team members must learn to feel as though they are working for a common goal, how to overcome conflict with peers, how to hold one another accountable, how to appreciate each other’s strengths and weaknesses, and understand what other team members need from them to be effective. 

To create a healthy work environment, it is critical that all three relational dynamics are functioning well.  Most approaches focus on only one of these dimensions (and seldom do any focus on followership).  But, if any of these relationships is not working, the whole system is degraded.

Furthermore, most people in an organization will find themselves in all three of these relationships at different times (as figure 2 shows).  Therefore, they must learn how to effectively function and relate to others as a leader, as a follower, and as a team member.

My approach evaluates the health of all three of these dynamics in an organization.  Based upon my assessment, I am then able to address key weaknesses in leadership, followership, or teamwork and help people function more successfully in each of these roles and relationships.

Conflict Resolution Skills

Occasionally people experience conflict with others.  If they respond in unhealthy ways, conflict can quickly escalate out of control and become an infected wound in an organization.  With the appropriate skills, self-awareness, and emotional health, however, conflict can be productive and even lead to deeper relationships.

Communication Skills

Even people who enjoy healthy relationships are prone to misunderstanding, and this can be costly.  Therefore, it is important that people learn how to receive information from and communicate with others in a way that will engender understanding and lead to the most appropriate action being taken.


Everyone has blind spots, but some blind spots can be crippling when it comes to interacting with other people.  It is important that people more deeply understand themselves and the people with whom they work.  This helps people remain open to helpful coaching and critique, show more tolerance toward others, and paves the way for constructive interactions.   


People have stressors in their lives – from life circumstances to family dysfunction to physical or mental illness.  As much as people might try to leave these things out of the office, they almost always show up in some form.  In fact, much of this stress comes from the workplace.  Therefore, it is critical that people learn to recognize ways such challenges are affecting them and others in the organization, so they can take the steps to heal.  

Personal Ethics

Everyone has an idea about what is right or wrong, appropriate or inappropriate, helpful or unhelpful.  People must learn to identify and articulate their own ethical codes.  They must understand the source of these principles and how they affect their decision making and performance.

My layered, multi-dimensional process maximizes results while minimizing disruption

A challenge with implementing a process that assesses, repairs, and optimizes organizational and emotional health is that there are multiple dimensions that must be considered in order to maximize the effectiveness of the process while minimizing disruption to the organization.

​For example, not every person in the organization needs work on the same elements. 


Those people that do need work on the same element might need to do this work in different degrees. 

On the other hand, there are certain elements that are important for everyone to know in order to create a common foundation. 

Trying to force everyone to undergo the same form and degree of remediation will result in some people becoming cynical and frustrated by things they do not need to remediate, while others will not get the depth of remediation they need for certain specific elements. 

My approach gets the right medicine to the right places in the right amounts with minimal disruption to the organization.  

Components of Service


Diagnostics Phase

  • Executive Interview – during this phase, I meet with executive(s) who ordered the assessment.  The goal here is to understand organization values, structure, goals, expectations for the process, and any specific concerns that have been identified.

  • Comprehensive Anonymous Survey – this is a survey that I developed consisting of over 125 questions that assesses for employee engagement, leadership, followership, peer teamwork, ethics, emotional health, self-awareness, communication skills, morale, conflict resolution skills, self-care, safety, trust levels, and organizational function.  The survey consists of quantitative and qualitative questions.  I make an effort to help survey takers understand that the survey is anonymous.  This is critical to ensure that their answers accurately reflect their subjective experience.  I then analyze the data in order to form a general profile of organizational health and determine appropriate next steps. 

  • Saturation Interviews – this phase consists of a 15-minute interview of every person who took the assessment survey.  Questions are based upon my analysis of the executive interview and the assessment survey.  Interviewees have an option to say things that will remain anonymous.  I analyze the interviews and compare them to the assessment survey to form a plan for the next phases.

Targeted Phase

Based upon analysis of the Assessment, Interviews, and Priming and Exploring Seminar, participants either volunteer or are “drafted” into one (or more) of the following:

  • Targeted Seminars – these are small seminars (generally about 2 hours) that dig deeper into one of the elements of emotional and relational health.   

  • Targeted Mediations – these are mediations between individuals or groups that are dealing with a significant identified conflict and need help resolving it.

  • Targeted Coaching – a few individuals will need one-on-one sessions for more serious emotional health issues, executive coaching or other leadership coaching, or other identified needs.

  • Targeted Peer Support Team Development - some organizations benefit from training a select group of individuals to do peer support for their fellow employees who need immediate emotional and relational support. 

Reassessment Phase

After an appropriate period of time, the assessment survey is re-administered.  This is generally after 3, 6, or 12 months, depending upon the initial state of organizational health.

Results are analyzed and compared to the initial assessment.  Results of this re-assessment could result in additional scope of work recommendations.

Executive Debrief Phase

Executive debriefs will be offered after each phase in this process.  In most cases, I will recommend that certain actions be taken based upon my findings.

I will also be available within a reasonable period of time for more spontaneous questions or concerns.  My goal is to keep executives up to date on my findings and progress and be a helpful resource to them.

In order to account for these layered and overlapping elements, I have developed a phased process with several components that gets “the right medicine, to the right place, in the right amount.”

Common Phase

  • Priming and Exploring Seminar - Everyone who took the assessment survey and did the interviews participates in this 4-hour seminar.  Group size is limited to about 25 people at a time to maximize participation.   This is a “Priming” seminar because it provides all members of the organization with a practical foundation of common principles, common vocabulary, and commons skills that will pave the way for deeper, more focused “treatments.”  It is an “Exploring” seminar because it introduces all elements of relational and emotional health.  Participants are instructed in how to identify areas where they need healing or growth.  Results of this seminar inform participation in the Targeted Phase.

Service Packages

There are several standard packages organizations can consider

(I am also happy to discuss customized packages).



Great for organizations who feel pretty good about their health, but just want to be sure



Great for organizations who suspect there may be problem and want to really understand its nature and scope



Great for organizations that know there is a problem and want to take a significant step toward addressing it


Please contact me and I'd be happy to provide one...

Scott Maurer, Founder and President



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