Independent consulting in organizational change, leadership, and team effectiveness.
I'm Ada Rodriguez. Twelve years helping organizations change how they work — federal agencies, global companies, universities. Usually somewhere change is slow, watched closely, and expensive to get wrong.
Most of my career has been spent in places where change is slow by design — regulated, scrutinized, and skeptical of consultants. That's the work I'm best at.
Education · M.P.S., Industrial-Organizational Psychology, University of Maryland
Certifications · CCMP · Prosci · Hogan Assessments & Hogan 360 · SHRM-CP · Lean Six Sigma
Fixed scope, fixed price. Built for the two problems that come up most: a leader who needs real feedback, and a team that has quietly stopped working.
Most leadership feedback is either too vague to act on or too polite to be true.
The Hogan Assessment Suite shows a leader three things: how they show up on a good day, what happens under pressure, and what actually drives them. Then we sit down and talk about what to do with it.
Full Hogan suite, a 90-minute one-on-one debrief, and a written development summary.
Everything above, plus three coaching sessions across ninety days and a plan built around two focus behaviors and how you'll know they changed.
Six leader minimum. Individual debriefs plus a group session on the team's collective strengths and pressure patterns. Sponsors see themes only — individual results stay confidential.
Teams rarely break loudly. They get slower, more careful, and less honest, and everyone privately decides who the problem is.
A half day that surfaces how the team actually works — communication styles, decision patterns, where the friction really sits — ending with a written team agreement the group builds themselves. Not a trust fall. A working session.
Scoping call with the team leader, brief input from every participant beforehand, DiSC profiles for the full team, a 3.5-hour facilitated session, your team agreement within 48 hours, and a 30-day check-in.
Teams of 13–20. Full-day formats with a planning or decision block. 60-day follow-up sessions.
These start with a conversation about what's actually happening. Not a menu.
Strong organizations don't happen by accident. This work focuses on the structures, systems, and strategies that shape how an organization operates and adapts: org design, operating model alignment, workforce planning, change readiness assessment, and capability gap analysis.
Enterprise change strategy, stakeholder engagement, adoption planning, communications, and training design — plus the sustainment work that determines whether any of it holds after the program ends.
Strategic offsites, leadership retreats, cross-functional working sessions. Every session is built backward from a specific outcome, with a facilitator who keeps the room honest about what actually got decided.
Tell me what's happening and I'll tell you honestly whether I'm the right person for it.
Start a conversationMost leadership feedback is either too vague to act on or too polite to be true.
The Hogan Assessment Suite shows a leader three things: how they show up on a good day, what happens under pressure, and what actually drives them. Then we sit down and talk about what to do with it.