Monique Meadows, MSOD

Executive Coach, Senior Consultant, Facilitator

As an organizational midwife with over 20 years of experience, I organically weave the wisdom of earth-based traditions with sound organizational change theory to create holistic transformation for individuals and organizations. My love for the natural world is integrated into all that I do and I invite you to tap into your inner knowing as we transform and expand in ways that are electrifying, unpredictable and imperative. This transformation births healing and deeper connections for clients. At the core, my work is as a healer and I am honored when I am invited to be of service to clients.

I approach each client knowing that a fascinating, and often hidden, narrative shapes how the client functions. I ask questions, timed thoughtfully and provocatively, which move client-partners to their next level of excellence. I partner with leaders, helping them to develop self-care and resiliency practices. Once grounded and anchored in their power, I move clients to the next stage of development to set meaningful and attainable goals and create conditions for collaboration and success. Our collaboration increases the emotional and social intelligence of the team and individual – the most important factors in creating vibrant, productive, and sustainable systems. In short, relationships matter.

As an architect of relationships, I work to fortify the core of the organization and align organizational missions with resources and outcomes. As a fundraising and organization development professional, I have successfully authored multi-million-dollar grants, directed multi-year strategic planning processes, and worked with leadership teams to resolve longstanding conflicts. I am 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. I earned a Master’s degree in Organization Development from American University in Washington, D.C., where I was awarded a Segal-Seashore Fellowship for my commitment to social justice. Building on my womanist and spiritual values, I secured a certificate from the Hartford Seminary in Women’s Leadership. Finally, and most significantly, I am a lifelong student of energy healing, channeling 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:

Emotional Intelligence

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.

Intentional Change

​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

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

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.