Orange County NC Website
Browse       Search
<br /> <br /> <br />© 2025 Allies4Outcomes, LLC. Neuroscience-Informed Immersive Leadership Capacity-Building Model™ and all <br />content are copyrighted. All rights reserved. Do not use content, copy, distribute, or adapt without prior written <br />permission. <br /> <br />• Virtual Capacity-Building: Between onsite visits, the team will provide remote coaching, <br />skill reinforcement, and guided problem-solving through virtual meetings, coaching calls, <br />and small-group check-ins. This ensures that learning continues beyond scheduled <br />sessions and supports leaders as they navigate new situations in real-time. <br />• Real-Time Consultation: A4O will remain available for just-in-time leadership support, <br />helping leaders respond to emerging issues, apply newly learned practices, and adapt to <br />complex or urgent situations as they arise. <br />This multi-layered approach allows for consistent, adaptive support that meets leaders where <br />they are, accelerates skill application, and sustains momentum between formal sessions. It <br />ensures the leadership team has continuous access to guidance, feedback, and problem-solving, <br />helping them move from learning to confident, effective execution in their daily roles. <br />Budget <br /> <br />The budget outlined below is for Phase 1, and the overall original proposal is designed for a <br />three-phase, multi-year engagement with a focus on sustainability, which is strategically aligned <br />with evidence-based benchmarks indicating the time typically required to initiate and sustain <br />meaningful shifts in organizational culture. Research in leadership capacity-building and <br />organizational transformation consistently emphasizes that sustainable change—particularly <br />changes that involve values, behaviors, and mindsets - requires both time and intentional, <br />iterative engagement 3 <br /> <br />This approach timeline allows for a comprehensive cycle of assessment, coaching, <br />implementation, reflection, and adaptation. In accordance with national best practice standards in <br />leadership coaching—such as those defined by the International Coaching Federation (ICF) and <br />the Center for Creative Leadership (CCL)—this approach supports leaders through a phased <br />process that includes relationship-building, co-creation of goals, skill development, and system- <br />level application4. <br /> <br />By embedding leadership coaching into the organizational ecosystem over this sustained period, <br />leaders are more likely to internalize new practices and drive cultural change from within. The <br />coaching process is structured to provide continuous feedback, reinforce accountability, and <br /> <br />3 Anderson, R. J., & Adams, W. A. (2016). Mastering leadership: An integrated framework for breakthrough <br />performance and extraordinary business results. Wiley. <br /> <br />4 International Coaching Federation (ICF). (2021). Core competencies. https://coachingfederation.org/core-competencies <br /> <br />McCauley, C. D., & Palus, C. J. (2021). Developing the theory and practice of leadership development. In D. V. Day (Ed.), <br />The Oxford handbook of leadership and organizations (pp. 718–737). Oxford University Press. <br /> <br />Docusign Envelope ID: AC4C45CF-250D-4DE2-95AE-CF75873C779C