Lizza Robb, MSW, PCC
Lizza is professional certified coach, organizational consultant, and Director of Research at Redshift Leadership, a global consultancy that specializes in leadership and culture.
Drawing on research in the neuroscience of connection and belonging, emotional intelligence, and positive psychology, Lizza works with leaders to maximize professional impact, cultivate effective and rewarding relationships, and realize visions for personal and professional achievement. She works with leaders to leverage their strengths while also providing supportive and action-oriented exploration of key areas for development.
As Director of Research Lizza administrates Redshift Leadership’s Departmental and Organizational Inquiry Studies. Through in-depth analysis of qualitative interviews conducted with multiple stakeholders, the Redshift Leadership team creates a robust picture of an organization’s level of engagement, identifying underlying issues related to organizational identity, culture, values, and performance that both help and hinder success. A report of findings provides a clear framework for identifying immediate, short-term, and long-term areas of focus.
As a speaker and facilitator, Lizza’s sessions reflect her deep immersion in the neuroscience of connection and collaboration. Lizza synthesizes these findings into energizing, interactive sessions that highlight the intersection of feeling our best with doing our best work.
Lizza’s training and experience in clinical social work and qualitative research—as well as a background in the fine arts and strategic marketing—fuels a creative approach to person-centered leadership.
Lizza has worked with of a wide variety of organizations including Nickelodeon, MTV, Disney General Entertainment, the Children’s Hospital of Philadelphia, Dealertrack, Humane Society of the US, the City of Eugene, OR, Families USA, the Ad Council, Health Care Without Harm, DOROT Elder Services, the National Committee for Responsive Philanthropy, University of Vermont Medical Center (formerly Fletcher Allen), and the Association for Frontotemporal Dementia.
Lizza earned both her bachelor’s and master’s degrees from the University of Pennsylvania. She completed her executive coach training at Teleos Leadership Institute and is an alum of Robert Gass’s Art of Transformational Consulting. Lizza is a certified facilitator of Brené Brown’s Dare to Lead program.
Lizza graduated from the Pennsylvania Academy of the Fine Arts and is a practicing artist. View her current creative projects at www.lizzarobb.com.
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.