SERVICES
Experience the culture you want to become…
The right culture—one that is psychologically safe, where people speak up authentically and remain emotionally steady in the face of conflict—is essential for productive discussions that optimize decision-making and commitment to action.Most teams already know the words: Trust. Collaboration. Accountability. Psychological safety. But culture is created by lived interaction, not explanation. What teams lack is a shared experience, and their ideal culture will remains theoretical until they: Feel how healthy disagreement turns into creative breakthrough.Feel how to remain emotionally steady during authentic dialogue.Feel the inner knowing that results from a good decision-making process.
My work creates that experience — then helps teams name it, understand it, and design the structures to recreate and deepen it every time they gather.
AN INTEGRATED PROCESS
Services are designed to work together
Assessment & Leader Coaching
Team Diagnostic Engagement
Breakthrough Experience
Implementation & Cultural Deepening
Each phase builds on lived experience and is scalable based on need and budget.
1. Assessment & Leader Coaching
Preparing the leader to convene cultural change
Every culture shift begins by asking leadership:
What is happening with the team?
What culture are you aiming for?
Where are you unintentionally reinforcing current patterns?
What internal shifts are required – for the team and you as a leader?
This work requires a leader to become a convener because if the team is not involved in shaping the process, they will not support it. The coaching process prepares leaders to set direction while inviting meaningful participation.
3. Breakthrough Experience
Experience and name a real-time shift in culture
Through a series of meetings or a retreat, teams experience the breakthrough authenticity needed to glimpse the culture they want. In real time, then, the team notices what holds them back, names what they want, and identified how it happened:
What changed?
How were we thinking differently?
How were we speaking differently?
What allowed that shift?
Who stabilized the room?
By naming the shift and its causes, the team is empowered to recreate it.
5. Conflict Mediation
Services for acute personal and relational problems.
Surface underlying dynamics.
Interrupt destructive patterns.
Rebuild professional respect.
Reinforce team-level agreements.
Often, repairing one key relationship unlocks system-wide improvement.
2. Team Diagnostic Engagement
Experiencing the culture as it actually is
Through interviews, small group sessions, and facilitated conversations, the team experiences:
Where defensiveness appears.
Which relationships distort the discussion? How power shifts in the room.
When participation narrows.
What triggers escalation or shutdown?
Naming is the hinge. When a team can say, “That’s our avoidance pattern” or “That’s when we thrive,” bad behavior becomes interruptible and great moments become replicable. During this phase, the team provides input into the design of their breakthrough experience.
4. Implementation & Deepening
Designing the architecture that recreates the good
Culture must be recreated every time a team gathers, so at the end of the retreat and in subsequent conversations, we design team meeting protocols and conversation systems that recreate connection, resolve tension, and deepen reflection so that the team can consistently generate the culture they want – and optimize every discussion and decision.
Examples of meeting practices:
Grounding exercises to open meetings.
Perspective mapping before discussion and decisions.
Small-group sequencing to lower threat.
Examples of dialog systems:
Community of Practice sessions where teams learn through experimentation and peer learning, how they might best apply the practices to their daily work.
Leadership check-ins—how is it all going? What is your ongoing role? Where do you need to grow to remain an effective convener?
YOUR TEAMS LEAVE WITH …
Relational breakthroughs that build lasting connections and trust.
A named experience of the culture they want.
Co-created practices and systems to consistently create and deepen that culture.
THIS IS FOR …
Leaders who know something is off but can’t foster the change they want.
Teams under pressure from uncertainty, change, or conflict.
Organizations ready to move beyond civil-speak to the hard conversations necessary for breakthroughs.
Leaders willing to examine their own role in creating the culture they complain about.
THIS IS NOT FOR …
Teams looking for a one-time motivational event.
Leaders who want others fixed without changing themselves.
Organizations unwilling to tolerate honest conversation.
SUMMARY …
Experience → Naming → Design → Replication.
That is how culture deepens.
