Biography
Andrew Rahaman, Ed.D, PCC is a co- founder of bluSPARC, a coaching and leadership development organization focused on enterprise learning. He is a senior organizational development consultant with extensive executive coaching and leadership development experience. With industry expertise to support leadership and organization learning programs in a wide range of industries. Andrew provides key strategic planning and facilitation; leadership development, executive coaching, assessments, organizational and cultural transformation implementation and executive onboarding and acculturation. Andrew works with clients to seamlessly handle the integration of complex human and technical tensions to support capacity building, inspiring resiliency, and development toward individual and organizational goals.
Andrew also taught executive education and graduate-level courses in leadership, teams, organizational change at American University, School of Public Affairs and the Executive Development Program. He was also an adjunct staff member at the Center for Creative Leadership (CCL) facilitating leadership development, change management strategy, and team development in the US & abroad, and also past president of the USA chapter of the World Institute of Action Learning.
Andrew has written extensively on the changing paradigms of leadership, culture, employee engagement and leadership coaching.
He has written extensively on the changing paradigms of leadership, culture, employee engagement and leadership coaching. See some of his work at blusparc.com/insights-and-resource/
Andrew certifications include: ICF Coaching, Resilient Leadership, Senior Professional Human Resources (SPHR), Global Professional Human Resources (GPHR) and Senior Action Learning Coach (WIAL), Leadership Circle, Hogan Assessments
Andrew has developed a suite of leadership assessments that help coaches move beyond individual coaching conversations to creating measurable organizational impact. Together, these assessments provide objective data that identifies leadership strengths, development opportunities, and organizational barriers, allowing coaches to deliver more targeted coaching while uncovering opportunities for broader engagement.
The 180 Leadership Assessment provides structured feedback from a leader and their manager, creating alignment around development priorities, measurable coaching goals, and evidence of progress over time. It becomes the foundation for executive coaching engagements while giving organizations a way to measure leadership growth.
The DRIVES Team Assessment examines the collective dynamics of a leadership team by identifying the shared behaviors, interpersonal patterns, strengths, and blind spots that influence how the team works together. Coaches use the results to facilitate stronger communication, build trust, improve collaboration, reduce conflict, and increase team effectiveness. The assessment naturally supports team coaching, leadership retreats, and executive team development.
The Organizational Performance Survey (OPS) measures the health of the organization across five critical areas—Strategy, Purpose, Adaptiveness, Resilience, and Collaboration. Rather than focusing on one leader, the OPS reveals patterns across teams, functions, and leadership levels. The results naturally lead to executive coaching, team coaching, leadership development, strategic planning, culture initiatives, and organizational alignment workshops. For coaches, the OPS often serves as the entry point to larger organizational engagements, expanding coaching from individual leaders to executive teams and entire organizations.
Together, these assessments enable coaches to provide data-driven insights, demonstrate measurable outcomes, and create ongoing opportunities for coaching, facilitation, leadership development, and organizational transformation. They help coaches not only strengthen individual leaders but also become trusted advisors who improve the performance of the entire enterprise.