All consultation services are confidential and emerge from the motivational intent of helping business leaders and their companies to develop a more substantive and comprehensive understanding of the psychological components of business life, as well as the ability to put that understanding into practice.

Organization Assessment

Ethical organizational change efforts begin with an assessment of the company to determine its unique history and to accurately define the scope and depth of the strengths and problems the company is dealing with. Without accurate assessment, it is difficult to effectively design suitable solutions to the challenges your company faces.

This particular assessment process has been developed and refined by Wild Swan Resources over the past twenty years. Assessment procedures include individual and small group interviews and, as appropriate, surveys. The assessment process yields a comprehensive written report of your company in relation to the central issues under review, along with precise sets of recommendations for change.

Organization Consultation

This planned intervention process emerges from the assessment procedure and is designed in conjunction with key players. All interventions are internally driven rather than imposed and can include many differing kinds of activities that are focused on building the company's psychological and emotional competence and wisdom. Typically interventions are designed to impact the three major systems within a company, which are the Organizational System, the Interpersonal System and the Intrapersonal System.

The Organizational System: Includes organizational design, formal roles and job design, policies and procedures, the performance appraisal system, career advancement system, reward system, formal team meetings, leadership and decision making functions.

The Interpersonal System: Refers to how people actually interact with one another. This includes effective and ineffective habits of relationship that facilitate or hinder job and organizational performance. It also includes both formal and informal communication processes.

The Intrapersonal System: Refers to each leader and employee's own personal and unique ways of perceiving and approaching their job and the various work relationships they encounter. This includes their past history, attitude, degree of self awareness, motivational intent, talents, strengths and limitations.

Because all three systems are in a constant state of inter-relationship and flow, the deepest and most sustaining kind of organizational change occurs when:

1) All three systems are involved
2) Different levels of the organizational hierarchy are involved
3) Interventions are repetitive across time, and
4) Interventions are driven by the internal values the organization has developed

Interventions can include, but are not limited to: leadership development, organization wide values development, individual and collective psychological/emotional skill building, team and inter-team development, role clarification, interpersonal and inter-departmental conflict resolution.

New Business Startup

Many new businesses are seeing the wisdom of creating the right psychological climate for their enterprise from the get go. This consultation involves an envisioning process of the values of the core founders and the attitudes as well as practices they want to establish to foster a psychologically sound work environment for their new company.

Partnership Formation

Often, new business partners focus on the legal aspects of their joint venture and neglect the important psychological underpinnings of what it means to them to be partners. Consultation for partnership formation allows them to grapple with their values, beliefs and expectations regarding the partnership, delineate the guidelines of how they want to work together effectively as well as the core values they want to establish to guide their partnership relationship and decision making practices.

CEO Consultation

It is not uncommon for CEO's, President's or the Executive Director's of companies or agencies to find themselves facing complex dilemmas or decisions with extraordinary consequences, and have no one to assist them to gain perspective or sort through the complexities of the problem they are facing. This consultation is directed at providing a confidential and unbiased sounding board for those top leaders.

Executive Development

Whether you are an MBA or hold a professional degree, learning the complex psychological skills of true leadership can be an arduous and humbling task. Consultation for executives centers on determining their strengths and areas for needed development, then specific skill building in those areas. This form of consultation facilitates the development of a deeper psychological understanding of leadership, the executive's personal leadership style and how their leadership actions can be tailored to benefit their company, as well as those they lead.

Individual Consultation

This is commonly referred to as "coaching" in our culture, but true psychological consultation is a far deeper, richer and more sustaining endeavor. Similar to Executive Development, Individual Consultation centers on determining the client's goals, strengths and areas for needed development, as well as discerning whether consultation or psychotherapy would be a more appropriate fit. If it were determined that psychotherapy was warranted, a referral would be made.

Small Group Consultation

This can be company specific, such as leadership groups that meet regularly for group consultation on leadership skills, or group specific, such as a Board of Directors wanting to enhance their efficiency and effectiveness.

Consultant Mentoring

Consultants new to the field or those who provide a different kind of expertise can benefit from receiving consultation that deepens their understanding or their role as consultants, as well as facilitating the maturation of their abilities to provide sound, ethical and wise services to their clients.

Shadow Consulting

Shadow consulting is designed to help a consultant who is working directly with a client organization. Often consultants have no one to talk with to help them sort out and gain perspective regarding ways they might be getting caught in the client's problems or even contributing to the problems they are trying to help the client resolve.


Training experiences are designed with the specific needs of the company in mind. These include, but aren't limited to, personal skills training, understanding the change process, personal responsibility, goodwill, effective communication, effective teamwork, innovation and excellence, stress management, conflict resolution, ethics and integrity, effective leadership, and supervision from a psychological perspective.

Company Specific Training Videos

Typically, these videos are designed to facilitate the company's ability to train current employees and orient new employees to the company's value system.


Presentations can range from keynote addresses for annual gatherings, to small intimate talks for a select few. Typically they are geared to the unique needs of the sponsoring body. Topics are far ranging and can include (but aren't limited to): Fast, cheap and easy: values in contemporary America; Understanding and navigating change; The true meaning of success; Goodwill is good business; Understanding the real bottom line; Leadership from the inside out; Reason and Experience: The soft underbelly of life; The value of inner development for today's leader; Cultivating wisdom in business and life.


Seminars differ from one-shot training or presentation experiences in that they allow the attendees to develop and deepen their understanding of a subject area over time. Topics can include those listed under "Presentations" or be tailored to the specific interests of the seminar sponsor.

"Invitation Only" Events

Wild Swan Resources or another entity can sponsor "Invitation Only" events. These events are unique experiences in which leaders from diverse businesses, but who share a common interest, are invited together for a deeper level of inquiry regarding a particular question relevant to the cultivation of wisdom in business. Typically, these events are small and select; and provide leaders with the opportunity to both network and engage in a more substantive conversation than is usually afforded in a broader venue.