We partner with small and medium-sized organizations, institutions, and organizations to help them re-invent what it means to optimize employee performance. We focus on the development of the individual and collective capabilities of human capital. Our goal is to serve as the catalyst for increased Energy, Engagement, Execution, and Excellence through evidence-based, professional development that is customized and has lasting impact.
Many times, organizations leverage traditional and inadequate professional development, such as one-time workshops, courses, team-building events, retreats. These offerings show little return on investment. Few of these learning and development opportunities create a better culture, climate, transformation, or competitive advantage.
Our methodology is scalable. Thus, small and medium-sized organizations (that may not have comprehensive Learning and Development departments) can now offer learning opportunities that are transformational instead of transactional, across the organization. High-quality professional development is no longer something that is limited to a few select groups.
Many organizations ascribe the concept of “continuous improvement.” However, few think of “continuous improvement” through the development of employees across an organization. We offer group coaching that makes it possible to provide high-quality and effective development to everyone in an organization.
Our methodology for scaling reach and impact is group coaching. Cockerman defines group coaching as “a facilitated group process led by a skilled professional coach and created with the intention of maximizing the combined energy, experience, and wisdom of individuals who choose to join in order to achieve organizational objectives or individual goals.”
We customize the group development programming we offer to the needs of the organization and the participants. Our programming is delivered in-person, online, or hybrid. Some thematic options are:
- Resiliency @ Work
- Energy Leadership
- Diversity and Inclusion
- Leadership Strengths and Gaps
- Removing Barriers to Success
- Emotional Intelligence
- Embracing Conflict
- Dynamic Communication
- Influencing Others
- High Energy Relationships
- Health and Wellness
- Time Management
It is said that the most significant contributing factor to burnout is not work overload, but working too long without experiencing personal development (Kegan & Lahey, 2016). And the number one reason people change jobs is in search of development and growth (Hoogerhuis & Nelson, 2018).
It is evident that employee development is critical for retention, recruitment of talent, and to create a competitive advantage. Imagine what would be possible if your employees developed, refined, and sharpened themselves into the best versions of themselves, personally and professionally.
These are testimonials from a group coaching program at an institution of higher education. Participants were faculty and staff.
“Never had an experience like this, where the focus is on taking a self-journey and learning by witnessing others on that journey. Other PDs are a space where people talk at you, into overload, and they do not take everyone into account.”
“As a result of this experience, I have become more confident, attentive, decisive, gained clarity in the direction I need to go in, bolder in thoughts and ideas. I have raised expectations of personal growth.”
“This professional and personal development experience was much more engaging and valuable than any development I’ve ever done; because you are actively engaged in sharing it feels more rewarding than a traditional development class.”
“This experience allows you to take a deeper look into yourself with a supportive group having a support system while bringing in a change is a great help, not feeling vulnerable but supportive.”
“This program has given me tremendous growth in a short period of time, and I feel like it would benefit everyone it just helps me be a better worker and a better person.”
MiraNous makes it possible to scale meaningful development across your entire organization. No employee needs to be left behind. Please email us at email@example.com to inquire about our group development programs.
Cockerman, G. (2011). Group coaching: A comprehensive blueprint. Bloomington, IN: iUniverse Inc.
Hoogerhuis, M. & Nelson, B. (2018). Why it’s time to disrupt the traditional approach to L&D. Gallup Workplace. Retrieved from
Keagan, R., Lahey, L.L., Miller, M. Fleming, A. Helsing, D. (2016). An everyone culture: becoming a deliberately developmental organization. Boston, MA: Harvard Business Review