Connecting Visionary Leadership with Measurable Results
We transform organizational cultures by building authentic connections and strategic clarity that drive meaningful change.
Where Vision Meets Implementation
We uncover the gaps between intention and outcome, guiding leaders to build cultures where connectivity, creativity, and strategic clarity drive meaningful change and measurable results.
Leadership Development
We build capacity in individuals and teams through specialized learning experiences that transform mindsets, develop skills, and create sustainable leadership practices.
Executive & Senior Team Coaching
We guide leadership teams to realign vision, communication, and action, helping them recognize their contribution to organizational patterns and create new ways of collaborative working.
Strategic Advising
We analyze organizational structures and outcomes, identify bias patterns, and design improvement processes that address root causes rather than symptoms.
Leadership Support
We provide specialized expertise and resources that enhance capacity in research, assessment, and strategic implementation to advance your most important work.
RMA Consulting Blog
A Complicated Relationship with Feedback
How my thinking evolved, and why RMA’s 360 serves a leader’s growth I have a complicated relationship with feedback. I know its value. I have read the scholarship and examined it closely, and the research is consistent: feedback drives growth and development. I have not always experienced it as a helpful tool in my development. I want to share the reasons, name the shift that changed how I see feedback, and describe how I now build what I learned about my reluctance into my work with leaders. I try to have the conversation about feedback early in my professional relationships. I share that I receive feedback well when I know it comes from a place of compassion and good intention. Even as I write that, it reads like an unrealistic expectation to keep consistent over time. I am asking people
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