Executive Coach, Consultant, Facilitator
Ana Perea is an executive coach and organization development consultant with a proven track record for the design and implementation of effective people solutions. She is a strategic thinker and partner specializing in the understanding of people, systems, and organizational structures with over ten years’ experience in both the corporate and non-profit sectors.
Ana has worked across a wide range of industries, including financial services, luxury, start-ups, education, legal, marketing, high tech and design. She has worked closely with senior executives and emerging leaders supporting an array of initiatives, including organizational restructuring, leadership development, and complex change management strategy. As an executive coach, Ana has worked extensively with C-level and senior executives at times of critical change and potential, equally facilitating the growth of the individual and supporting the needs of the business. Ana has particular, in-depth experience with family, founder led organizations, and creative, entrepreneurial environments. She specializes in situations where deep, multifaceted challenges meet with the opportunity for lasting transformation and growth. She is especially adept at working with complex individual and group dynamics that impact the long term potential of the organization.
Prior to starting her consulting and coaching practice, Ana was the creator and director of the organizational effectiveness function at the luxury brand, David Yurman. She advised the Executive Committee – working both individually and with groups – executing people management and employee engagement strategies across every area of the business. These included the creation of a Change Management program, the development of a Learning and Development function and key interventions effecting long term cultural change. Before Yurman, Ana worked as a Learning and Development consultant leading the creation and development of learning strategies for small and mid-sized organizations.
Ana’s unique approach to systems and people is guided by her knowledge of business and psychodynamic, interpersonal issues. Her blend of clinical experience and organizational acumen provides her with a unique vantage point suited to effectively address the multiply-determined challenges that businesses face.
Ana holds a Master’s Degree from Columbia University and is in the late stages of a Doctorate in Psychoanalysis at the New York Graduate School of Psychoanalysis.
The Science Behind Our Practice
Our work is grounded in established methodologies and models of human and organizational behavior, including, but not limited to the following:
The competencies of emotional intelligence (self-awareness, self-management, social awareness and relationship management) account for an individual’s ability to understand their own and others’ emotions and use that information to guide decision-making and action. Research has shown that leaders who master the competencies of emotional intelligence have a distinct advantage.
Positivity & Resilience
The incredible developments in neuroscience research over the last several decades have enabled a greater understanding of how practices that promote positivity and resilience—both individually and organizationally—have a significant and lasting impact on our capacity for creative thinking, productivity, efficiency, empathy, focus and more.
Developed by Richard Boyatzis, the Intentional Change Model underpins successful leadership development programs by supporting an individual or group in intentionally moving through five stages of change that close the gap between a current “real” self and a clearly articulated “ideal” self.
Appreciative Inquiry, developed by David Cooper Rider, is a strengths-based model of analysis, decision-making and strategic change that clarifies the assets and motivations that are an organization’s strengths in order to build or rebuild an organization based on what is working rather than trying to fix what doesn’t.
Resistance and Cycle of Change
People are at their most creative in their resistance. The Gestalt cycle of change maps the critical stages of change that all members of a group must experience in order to optimize success and minimize resistance. Disruption of the cycle manifests in very specific levels of resistance that can be effectively mitigated through intentional responses.
Mindfulness is the awareness that one develops through paying attention to the present moment through your five senses without judgment. In addition to relieving stress and building resilience, even a simple mindfulness practice can significantly expand your range of options in any given moment. Incorporating mindfulness into any process of change or development supports an individual or group by rewiring the brain for more intentional responses and behaviors.
Dynamic Inquiry, developed by Annie McKee and the Teleos Leadership Institute, is a method of discovery that uncovers an organization’s emotional reality–what people care about, what is working well, and what’s getting in the way. The purpose of the inquiry is twofold: 1) to identify underlying issues related to culture and leadership that are helping or hindering implementation of a strategy; and 2) to build ownership and commitment to the mission, vision, strategy, ideal culture and leadership framework among key stakeholders.