Photos showing people gathered in meeting rooms, discussing leadership and culture.
Supporting impact-conscious teams

As trusted advisors, we provide professional consulting and coaching services for impact-conscious leaders and teams who want to use their power to positively disrupt outdated thinking, systems, and ways of working.

All roads lead to power

Workplace power dynamics are shifting

The frequency and intensity of change is introducing new power dynamics and relational challenges that most leaders and teams do not (yet) have the skills, tools, and strategies to navigate.

Employees are finding their voices

People are demanding real action and accountability from leaders and organizations to operationalize inclusion and equity, connection and autonomy, and values-based ways of working.

Ways of working are changing

Personalized working environments, autonomous team structures, and genuine activism are examples of growing expectations for people to have more control over their work-lives.

Places to start

Leadership Support

Leadership Support

Consulting and coaching services for senior and executive leaders

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Team Development

Team Development

Personalized and immersive learning & development experiences for teams

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Cultural Change

Cultural Change

Human-centred and systems-conscious people & culture consulting for leaders.

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Julie and Henry using stickies to add to a team mosaic visualizing the key strength of one of their colleagues.
Our approach for activating meaningful change

Our work with impact-conscious leaders and their teams follows an approach based on feedback, experimentation, and agility - or as we call it, the 'Five Ds' approach.


Be conscious of inferences, biases, and assumptions and choose to engage people in meaningful conversations to surface needs, values, and hopes and fears.

"What do we know about this from our team's perspectives?"

Discovery is about asking powerful questions, listening deeply, and acknowledging the people you’re sharing a big part of your life with.


Make sure that people are aligned on the understanding and meaning of problems, opportunities, words or terms, and any other signals that have surfaced.

"What is our shared understanding and agreement of existing challenges and opportunities?"

Definition is about establishing shared understanding, agreement, AND commitment, when it comes to the challenges and opportunities you will be prioritising and allocating effort to. In other words, it’s providing clear and purposeful direction.


Acknowledge the feedback, perspectives, and ideas that people have contributed, and clearly communicate the connection to what you will (and will not) be prioritizing as a team.

"What are we choosing to prioritize, and how might we approach this work?"

Design is about engagement, alignment, and feedback-informed experimentation and iteration – knowing you will learn and adapt as you identify more meaningful ways of working together.


Create the roadmap, get the right people in the right roles, and establish your ways of working. Do not forget to confirm agreement (different from understanding) and to set up accountabilty rhythms.

"How are we ensuring alignment, agreement, and traction"?

Delivery is about is about supporting team members through challenges and opportunities as they present themselves. It’s about the activation of awareness, skill, and commitment you’ve made together as a team.


Continue to have meaningful conversations - asking powerful questions, surfacing helpful feedback, and making important decisions - to ensure the alignment of intention and impact.

"What is here for us now, and what is next"?

Debrief is about traction – moving forward through feedback, building capacity, and celebrating the learning (wins, misses and everything between). Debriefing is an amazing place for recognition and appreciation to shine!

More on the 'Five D's'

Kind words from our Spec-TACO-lar clients

“I've made progress in setting stronger boundaries. I've also passed some of the concepts and assessments to my team, which they have found helpful. I'm already seeing some of the changes surface in how we work and communicate, which has been fulfilling.”
Executive leader at AMASS
“Leadership and healthy corporate culture work in these trying times needs a collaborative, multi-faceted approach. Working with The Ally Co has given me the opportunity to brainstorm solutions with some incredible minds. Specialists in the work they do, they have truly proven to be a valuable ally to the work I am doing. Workshop development, asking the right questions to get the right solutions, world-class leadership coaching and a new refreshing approach to onboarding staff – and everything in between!”
Lisa Almond, Director of Organizational Strategy and Culture at Cochrane

Questions? Thoughts? Feedback? Whatever it is, we would love to hear from you!