A red Adirondack chair with a curved orange crescent above it on a black background.

Touch Points to Change

At Red Chair Coaching & Leadership Academy we believe that:

  • culture enables the successful execution of strategy.

  • the success implementation of strategy comes through intentional leadership.

  • intentional leadership requires vulnerability, growth and change. This means getting uncomfortable.

    At Red Chair Coaching & Leadership Academy we also believe that:

  • culture is reinforced through employee behaviours.

  • organizational systems must enable and align with the desired culture.

  • clarity about who we are today and who we are becoming helps us move forward with greater ease.

Through the Touch Points to Change program we help you gain clarity about the behaviours and processes needed to lead and work in alignment with your values, attaining the results you desire.

We do this through data, applicable research, and a series of conversations and experiences at Red Chair Ranch, guiding you to the touch points to change that you need for the culture you desire.

Your organization has enrolled in the Touch Points to Change Program.

Please keep scrolling to learn more.

When you get to the bottom of the page, please click on the Touch Points to Change Survey button and follow the directions.

Why We Do This Work in Our Red Chair

  • A woman standing inside a horse stable looking outside at a farm field under a blue sky with clouds, with a brown horse beside her.

    It Requires Courageous Curiosity

    Having an organizational culture that engages employees and achieves results requires leaders who are courageously curious.

  • A woman with dark hair, wearing a white and black striped shirt and light-colored pants, sitting on green grass and facing a fenced area where two brown and white horses are standing.

    We Need to Understand Who We Are Today

    Before we know what we need to change, within our organization, and ourselves, we need to understand what is working and have the courage to see what is not.

  • Person in dark clothing and a beanie walking alongside a black and white pinto horse in a fenced outdoor pasture during autumn.

    Letting Go Can Be Hard To Do

    To create what is needed for the future often involves letting go of processes and structures that we had a hand in creating or that feel comfortable.

  • Close-up of a brown horse's head and neck, with a bridle, set against a background of blurry autumn-colored trees.

    Being Strategic Requires Critical Thinking

    Creating an intentional culture is strategic work that requires us to think through what we are currently doing and what we want to be doing in the future.

  • A paint horse with white and brown patches standing outdoors during sunset, with a backdrop of leafless trees and a cloudy sky.

    Acknowledging Our Emotions Can Feel Risky

    Creating change within our organizations and ourselves is emotional work. Acknowleding the range of emotions we feel during change is not only helpful, it is health-ful.

  • Red Adirondack chair on grass near a pond or lake, trees in the background, seen through two tree trunks.

    This Requires a Safe Space

    The space of Red Chair offers a safe place for individuals and teams to bravely explore the strategic and emotional work required to align strategy and culture.

 FAQs - TWF

  • 5 Dysfunctions of a Team and DISC are tools that we use to understand ourselves, our work style, and the current health of our organization. Through the Touchpoints to Change Program we will collaboratively agree to the leader behaviours we need for our desired culture so we can achieve our strategic objectives. We will also identify processes we need to change to enable our success. We will apply what we have learned about ourselves through 5 Dysfunctions of a Team and DISC to how we need to lead moving forward.

  • In the Employee Engagement Survey, we heard that there is a lot of positivity around WHO we are as an organization while conversely, the HOW of our organization is not entirely clear. While some of the HOW will be answered through technical projects as project management and a revised Respectful Workplace Policy, our cohesive leadership behaviours are integral to the success of our initiatives. For this reason, it is important that as we move forward, we have an understanding of our expectations of ourselves and each other as well as methods to ensure accountability.

  • This process is both a group process as well as individual process. Through this process we will begin to understand our individual leadership strengths and blind spots while developing shared language to be able to continue to support each other in becoming the best leadership team that we can be.

  • All managers are asked to attend the sessions that they are invited to and bring a sense of curiosity and openness to the conversations. Managers are also asked to complete assigned preparatory work in advance of each session, including surveys and other tools.

  • Shannon is an executive coach and team facilitator who works with individuals and teams to think strategically, lead consciously, and achieve excellence. As a Chief Human Resource Officer who led a corporate-wide culture shift, Shannon is passionate about creating a culture that enables organizational success and supporting leaders to be their best.

  • As prey animals, horses are gracious mirrors and generous coaches who can teach us a lot about ourselves. Their energy also facilitates a safe space for humans to do the important work of exploring their internal landscape. Getting away to the Ranch, experiencing the horses, the beauty of nature and the sounds and smells that are so different from the workplace help people think differently and seek new perspectives.

Light painting of a red question mark inside a square, created with a long exposure, in a graffiti-covered tunnel with red and green light reflections on the walls and floor.

We Need to Hear From You

Knowing where we are starting from is the first step in identifying what you need to keep doing and what needs to change.

Please click the button below and complete the survey.

All responses are confidential. We are not collecting email addresses and will not be able to determine who has submitted what response.

Touch Points to Change Survey

Thank you!

We look forward to seeing you soon!