Logo DS
We believe that every leader, team, and organisation is sitting on untapped reservoirs of insight, capability, and generative potential.
 
DesertSprings’ purpose is to equip our clients with the insights, skills, and support to get those underground springs bubbling up again, releasing all that brilliance back into the business!
Deasert Spring shape
Logo DS

We believe that every leader, team, and organisation is sitting on untapped reservoirs of insight, capability, andgenerative potential.

DesertSprings’ purpose is to equip our clients with the insights, skills, and support to get those underground springs bubbling up again, releasing all that brilliance back into the business!

Logo DS

We believe that every leader, team, and organisation is sitting on untapped reservoirs of insight, capability, andgenerative potential.

DesertSprings’ purpose is to equip our clients with the insights, skills, and support to get those underground springs bubbling up again, releasing all that brilliance back into the business!

About Relationship Systems Intelligence

Relationship systems intelligence, or RSI, is a way of looking at human systems, like families, teams, and organisations, so that one’s focus is on both the whole and its parts, which are in constant and emerging relationship with one another.

The relationship systems each of us interact with daily are in a perpetual loop of reaction and response, responding to what happened before while simultaneously anticipating the reaction to come. 

Human systems are complex relationship systems.

Which explains why teams and the people who make up organisations do not always respond to change in the way we expect.

Deasert Spring shape

About Relationship Systems Intelligence

Relationship systems intelligence, or RSI, is a way of looking at human systems, like families, teams, and organisations, so that one’s focus is on both the whole and its parts, which are in constant and emerging relationship with one another.

The relationship systems each of us interact with daily are in a perpetual loop of reaction and response, responding to what happened before while simultaneously anticipating the reaction to come.

Human systems are complex relationship systems.

Which explains why teams and the people who make up organisations do not always respond to change in the way we expect.

Human relationship systems are also unique. Like a fingerprint, no one team or organisation patterns in quite the same way.

Five RSI principles inform our work:

Principle 1:

Each relationship system has its own unique identity or ‘personality’

Principle 2:

Every member of the relationship system is a Voice of the System

Principle 3:

Relationships systems are naturally intelligent, generative, and creative

Principle 4:

Relationships systems rely on roles for their organisation and execution of functions

Principle 5:

Relationships systems are in constant state of emergence

Reference: Creating Intelligent Teams by Anne Rød and Marita Fridjhon (CRR Global)

Human relationship systems are also unique. Like a fingerprint, no one team or organisation patterns in quite the same way.

Five RSI principles inform our work:

Principle 1: Each relationship system has its own unique identity or ‘personality’

Principle 2: Every member of the relationship system is a Voice of the System

Principle 3: Relationships systems are naturally intelligent, generative, and creative

Principle 4: Relationships systems rely on roles for their organisation and execution of functions

Principle 5: Relationships systems are in constant state of emergence

Reference: Creating Intelligent Teams by Anne Rød and Marita Fridjhon (CRR Global)

About Cara McCarthy | Founder

In 2019, after more than 15 rewarding years of working in Financial Services in the City of London, I founded DesertSpring Consulting to do the work I love with a diverse range of organisations.

For just over a decade prior to this I led a successful OD, Culture and Talent Development function for M&G Investments, a top international Asset Management firm. Coaching business executives, functional heads, and transformation leaders to lead change and create the cultures that would empower their people to do their best work.

About Cara McCarthy | Founder

In 2019, after more than 15 rewarding years of working in Financial Services in the City of London, I founded DesertSpring Consulting to do the work I love with a diverse range of organisations.

For just over a decade prior to this I led a successful OD, Culture and Talent Development function for M&G Investments, a top international Asset Management firm. Coaching business executives, functional heads, and transformation leaders to lead change and create the cultures that would empower their people to do their best work.

My approach is grounded in Relationship Systems Intelligence (RSI), a methodology foundational to the ORSC™ approach to increasing alignment and performance within organisations.  In responding to client needs I draw on a fusion of systemic, relational and behavioural frameworks, grounded in training, business experience and practical wisdom, to inform my work with people and systems navigating transition and transformation.

Whether working with individuals, teams, or whole organisations, I bring an open, inquiring and creative style to facilitate awareness of the connections across the organisational ecosystem and to place emphasis on the quality of relationship out of which culture and performance flow.

Practitioner Diploma in Executive Coaching Academy of Executive Coaching (2019)

ORSC™ Facilitator (Organisation Relationship Systems Coaching) CRR Global (2018)

MSc in People and Organization Development Roffey Park Institute and University of Sussex (2015)

Leadership Circle Profile: The Leadership Circle Profile is the only integrated lens for an individual’s vertical leadership development. Gain knowledge about your leadership style, how it’s affecting those around you, and create a leadership development plan from your insights.

 

Collective Leadership Assessment (Culture Survey): Delivers an in-depth view of your team’s or organization’s collective leadership effectiveness. The results provide a clear picture of your development agenda. Deep insights comparing aspirational culture versus reality becomes a catalyst for collective transformation.

 

Hogan Personality Inventory (HPI): The HPI describes normal, or bright-side personality – qualities that describe how we relate to others when we are at our best. Whether your goal is to find the right hire or develop stronger leaders, assessing normal personality gives you valuable insight into how people work, how they lead, and how successful they will be.

 

Hogan Development Survey (HDS): The HDS describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality, you can recognize and mitigate performance risks before they become a problem.

 

Hogan Motives, Values, Preferences Inventory (MVPI): The MVPI describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be the most productive.

 

Team Dialogue Indicator: The Team Dialogue Indicator™ (TDI) is a unique diagnostic tool that allows teams to reflect on their conversational habits and patterns as a first step to identifying improvements. Developed in conjunction with faculty from Ashridge Business School and based on established theories of dialogue, the instrument assesses a team’s conversational patterns under six headings: 3 core dimensions of Voicing, Inquiry, and Productivity; and 3 influencing dimensions of Power, Structure, and Attentiveness.

 

BeTalent Strengths: BeTalent Strengths consists of a questionnaire, 360 and card sort exercise designed to identify the core and

distinctive strengths of an individual against 30 possible strengths.

 

BeTalent Teams: BeTalent Team consists of a questionnaire and card sort exercise designed to identify which of the 15 roles an individual plays within a team including: Architect, Scientist, Integrator and others.

 

BeTalent Culture Fit: Culture Fit consists of a questionnaire and card sort exercise designed to identify the level of fit between an individual’s core values and the organisational values.

 

BeTalent Decision Styles: Decision Styles consists of a questionnaire and card sort exercise designed to identify the 10 factors of decision making, problem solving and judgement of an individual.

 

BeTalent Resilience: BeTalent Resilience consists of a questionnaire and card sort exercise, designed to identify 9 elements of emotional wellbeing and resilience.

 

MBTI Step 1: MBTI Step 1 is a powerful, versatile personality type assessment that provides the foundations for a deep understanding of personal motivations and group interactions.

 

Talent Q Dimensions: The Dimensions questionnaire measures personality across three broad domains – People and Relationships, Tasks and Projects, and Drives and Emotions. Each domain includes five traits (fifteen traits across the three domains) that reflect those particular aspects of personality that determine, or are most predictive of, successful performance at work.

About our Associates

DesertSpring is fortunate to draw on a network of talented HR, OD, D&I and Change professionals. We’re delighted to introduce our associate network:

About Page profile 1

Martin Firstbrook

Martin is an executive coach, psychotherapist and leadership development consultant who enables high performance and sustainable change in teams, leaders, and investment professionals. He draws on many years of personal leadership experience, a long career in the City and extensive formal development as a coach and depth psychologist.  He typically works with senior executives, emerging leaders, investment professionals and other senior critical specialists.

His work is often in the context of role or leadership transition, achieving behavioural change, improving stakeholder relationships and enhancing resilience in high performance contexts.  He has worked globally with clients from multiple industries and with organizations of every size,  scale and development stage. 

Martin creates rapport and trust with clients, enabling honesty, deep reflection, and an environment of experimentation. His combination of experience and psychological training provides clients with a framework to quickly diagnose their current situation, what needs to emerge or change, and what may be holding them back from achieving their goals.  He works with coaching clients at two levels: engaging with coaching needs at a practical, behavioural level; and working psychologically to address long standing patterns of thinking that underpin the coaching needs. The outcome is improvement and change that stands the test of time. 

In his spare time, Martin enjoys being a father to identical twins and perpetually fighting the tide of niggling injuries as he tries to regain his previous level of fitness.

sarah flynn picture

Sarah Flynn

Sarah is a Psychologist, ICF accredited coach (PCC) and trained Organisation and Relationship Systems coach (ORSC™). For many years Sarah has worked with international organisations researching and mapping the factors that enable people and teams to thrive in times of transition. She has conducted grounded research and ‘Resilience Audits’ to understand how organisational cultures influence diversity and inclusion, cross-company decision making, team effectiveness, values-led leadership and the relationship between psychological wellbeing and performance. 

Sarah applies her research in the design and delivery of programs that focus on personal, relational and systemic resilience during times of transition and change.

She specialises in working with leaders to align wellbeing and performance as they create purposeful change in the world. Sarah is a founding member of The Climate Change Coaches. She designs and delivers courses for both coaches and sustainability professionals and is co-author of the book ‘Coaching and Climate Change: How to Make Every Climate Change Conversation Count’ to be published by McGraw Hill in 2021.

Her clients have included C40, Microsoft, Royal Bank of Canda, Legal and General, ICBC, AxaXL, Dentons, UCL and Imperial College. She speaks on the topic of ‘Authentic Resilience’ for the Sustainability Leadership Programme at Cambridge University’s Institute for Sustainability Leadership (CISL). Sarah is a Psychology graduate and holds an MSc in Psychological Research Methods from the University of Exeter.

Laura-Jean Evens

Laura loves people and is adventurous. She believes that through conversations, we re-shape our future reality. She facilitates discussion online and in person that unlock your potential at work and in life. Laura is passionate about personal well-being and how this translates into how we express our full potential in business. When we feel that we can take risks and there is enough trust in our teams, we are more innovative and when we value our differences, we gain valuable insight from others. Sometimes we get stuck in our headspace or our emotions and our patterns of behaviour keep us locked into a reality that we find frustrating.

Laura has a BA (Industrial Psychology) and a diploma in Effective Communication (LTCL, London Trinity College). She is an entrepreneur, professional coach, and qualified Enneagram practitioner. She uses strategies from Ontological Leadership in Action, Theory-U, Systemic Team Coaching and Gestalt in Change Management and other disciplines, as these provide a good framework and tools that unlock new perspectives. As the head of Organisational Development in Adult Social Services, Laura worked strategically with the heads of departments overseeing personal development and organisational transformation. She has worked in the Learning and Development space since 1999 overseeing personal leadership development. Laura enjoys public speaking and values authentic leadership.

About our Associates

DesertSpring is fortunate to draw on a network of talented HR, OD, D&I and Change professionals. We’re delighted to introduce our associate network:

About Page profile 1

Martin Firstbrook

Martin is an executive coach, psychotherapist and leadership development consultant who enables high performance and sustainable change in teams, leaders, and investment professionals. He draws on many years of personal leadership experience, a long career in the City and extensive formal development as a coach and depth psychologist.  He typically works with senior executives, emerging leaders, investment professionals and other senior critical specialists.

His work is often in the context of role or leadership transition, achieving behavioural change, improving stakeholder relationships and enhancing resilience in high performance contexts.  He has worked globally with clients from multiple industries and with organizations of every size,  scale and development stage. 

Martin creates rapport and trust with clients, enabling honesty, deep reflection, and an environment of experimentation. His combination of experience and psychological training provides clients with a framework to quickly diagnose their current situation, what needs to emerge or change, and what may be holding them back from achieving their goals.  He works with coaching clients at two levels: engaging with coaching needs at a practical, behavioural level; and working psychologically to address long standing patterns of thinking that underpin the coaching needs. The outcome is improvement and change that stands the test of time. 

In his spare time, Martin enjoys being a father to identical twins and perpetually fighting the tide of niggling injuries as he tries to regain his previous level of fitness.

sarah flynn picture

Sarah Flynn

Sarah is a Psychologist, ICF accredited coach (PCC) and trained Organisation and Relationship Systems coach (ORSC™). For many years Sarah has worked with international organisations researching and mapping the factors that enable people and teams to thrive in times of transition. She has conducted grounded research and ‘Resilience Audits’ to understand how organisational cultures influence diversity and inclusion, cross-company decision making, team effectiveness, values-led leadership and the relationship between psychological wellbeing and performance. 

Sarah applies her research in the design and delivery of programs that focus on personal, relational and systemic resilience during times of transition and change.

She specialises in working with leaders to align wellbeing and performance as they create purposeful change in the world. Sarah is a founding member of The Climate Change Coaches. She designs and delivers courses for both coaches and sustainability professionals and is co-author of the book ‘Coaching and Climate Change: How to Make Every Climate Change Conversation Count’ to be published by McGraw Hill in 2021.

Her clients have included C40, Microsoft, Royal Bank of Canda, Legal and General, ICBC, AxaXL, Dentons, UCL and Imperial College. She speaks on the topic of ‘Authentic Resilience’ for the Sustainability Leadership Programme at Cambridge University’s Institute for Sustainability Leadership (CISL). Sarah is a Psychology graduate and holds an MSc in Psychological Research Methods from the University of Exeter.

Laura-Jean Evens

Laura loves people and is adventurous. She believes that through conversations, we re-shape our future reality. She facilitates discussion online and in person that unlock your potential at work and in life. Laura is passionate about personal well-being and how this translates into how we express our full potential in business. When we feel that we can take risks and there is enough trust in our teams, we are more innovative and when we value our differences, we gain valuable insight from others. Sometimes we get stuck in our headspace or our emotions and our patterns of behaviour keep us locked into a reality that we find frustrating.

Laura has a BA (Industrial Psychology) and a diploma in Effective Communication (LTCL, London Trinity College). She is an entrepreneur, professional coach, and qualified Enneagram practitioner. She uses strategies from Ontological Leadership in Action, Theory-U, Systemic Team Coaching and Gestalt in Change Management and other disciplines, as these provide a good framework and tools that unlock new perspectives. As the head of Organisational Development in Adult Social Services, Laura worked strategically with the heads of departments overseeing personal development and organisational transformation. She has worked in the Learning and Development space since 1999 overseeing personal leadership development. Laura enjoys public speaking and values authentic leadership.