Monique Meadows, MSOD
Executive Coach, Senior Consultant, Facilitator
Monique brings more than twenty years of experience working with social change organizations and leaders to fortify the core of the organization, aligning mission with resources and outcomes. Monique integrates the wisdom of earth-based traditions with sound organizational change theory to create holistic transformation for individuals and organizations. Monique approaches each coaching client knowing that a fascinating, and often hidden, narrative shapes how the client functions – asking the right questions timed thoughtfully and provocatively moves clients to their next level of excellence. Monique works with nonprofit leaders to set meaningful and attainable goals ranging from stress management and self-care to cultural competence and fundraising. Ultimately, she works with nonprofit leaders to increase their emotional and social
intelligence – the most important factors in creating vibrant, productive, and sustainable organizations and movements.
As a fundraising and organization development professional, she successfully authored multi-million dollar grants, directed multi-year strategic planning processes and worked with leadership teams to resolve longstanding conflicts. These organizations include: Habitat for Humanity of the Chesapeake, Portland Jobs with Justice, Leadership Conference for Civil and Human Rights, Community Mediation, Dignity USA, National Gay and Lesbian Task Force, and National Immigration Project of the National Lawyers Guild. She also provides leadership coaching to nonprofit leaders of color through CompassPoint Nonprofit Services.
Monique is a featured activist in The Spirit of Social Change: Love, Hope, Faith and Joy in Intersectional Activism and published author in Spirited: Affirming the Soul and the Black Gay/Lesbian Identity. Monique earned a Master’s degree in Organization Development from American University in Washington, D.C. where she was awarded a Segal-Seashore Fellowship for her commitment to social justice. She also has a certificate from the Hartford Seminary in Women’s Leadership, is a certified coach and a Reiki Master.
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.