We try to protect your slack so that folks can invest in self care, starting with a 44-week work year, but we have a lot more to do here. We aren’t just helping clients collaborate differently, we are often helping them let go of aspects of their identity that no longer serve them (this is the coaching part of our work). Our work is emotionally demanding and draining. Burnout isn’t just a factor of how many hours you work it’s also the intensity of the work. As COVID restrictions eventually lift, we hope to return to a better balance of in-person vs virtual teaming. Especially when we get into critical change moments with clients, you can spend too much time seated behind a laptop. ![]() We want to create a psychologically safe place to work (where you can speak up, where you can share what’s on your mind, where you can take risks), and we also want to create psychological safety in how you set boundaries and even leave, if/when you choose to. But we don’t want to replace your family, be the sole container for your passions, or expect undying loyalty or bare vulnerability. We aim to provide meaningful work, fair compensation, and an inclusive work environment. But at NOBL we take learning seriously, and have built discussing new ideas and sharing what we’ve learned into our weekly team rhythms. This is partly due to being a consultant, always experiencing new challenges and new contexts. If you find being a coach to someone trying to make change as meaningful, this will be incredibly rewarding work for you. We eschew any unnecessary or busy work and get right to changing behaviors. Like we said above, we spend our time in direct contact with clients, coaching and facilitating them. We have always been a remote-first company, so we have norms and rituals that are road-tested and help folks feel connected while also leaving room to be creative with how and when you get your work done. In an effort to be fully transparent and practice what we preach, here’s what those days tend to look like: But because we know that culture is an emergent property of complex systems, we have good days and not-so-great days. We believe that culture is the last sustainable competitive advantage, so we put a lot of thought and attention into the culture we foster at NOBL. If you’re still with us, do explore our perspective and model for organizational change. We love the messy part of change, when folks need the most help to trial and adopt new behaviors, while extinguishing old habits and norms. Additionally, if you prefer to architect a grand design for change and then walk away, we are also not a fit. If you approach organizational change foremost as a branding or PR challenge, we aren’t a fit. We believe leaders need to clearly communicate context and requirements, but evidence shows that loud, shiny pronouncements and change slogans often increase change resistance and distract from time spent focused on behaviors. This includes big, formal change communications. Unlike our traditional consulting peers, we don’t spend much time designing and delivering artifacts or plans. Our days are spent creating spaces for leaders to discuss how they work and how to win in their market, helping their teams design new processes and rituals, and/or then providing feedback as they test and learn their way into higher levels of performance. ![]() Therefore, our work entails a lot of active coaching and facilitation. The central question we at NOBL (pronounced no-bell) exist to answer is “How do you get a lot of people to work together, in a new way?” Meaning, we focus foremost on shared behaviors and behavior change at scale. We are committed to hiring practices that support equal employment opportunities for all regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or veteran status. We value diversity and inclusion as an organization and are dedicated to growing our teams with individuals who have varied perspectives and experiences. We encourage you to apply for an open role that interests you, even if you don't feel like you're a perfect fit. This page includes a general description of NOBL, our work, our culture, and our open roles.
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