Culture Strategy
We believe that thriving cultures and conscious leadership are the foundation of sustainable organizational success. The real impact of an organization is shaped by its culture. We partner with mission-driven organizations to build bold leadership, caring culture, and sustainable impact from the inside out.
That's where Culture Strategists come in!
We believe that culture is the container for everything you hope to accomplish. It's the trust between people, the shared values in action, the way care shows up in policies and practices. When culture is thriving, your people are too. And when leadership is clear, relational, and grounded in belonging - real transformation becomes possible.
Our work sits at the intersection of culture, leadership, and wellbeing because we believe they are inseparable. We help organizations move beyond policies on paper and toward living systems. Through strategy, coaching, and culture design, we support teams in building the capacity to lead with more clarity and more courage. We root our work in frameworks that honor lived experience, social context, and the day-to-day realities of community work. We help organizations move from values on paper to values in practice, supporting leaders and teams in building systems strong enough to hold the weight of their mission.
Whether you're building from scratch, navigating a change, or healing from harm—our work supports you in moving from intention to integration.
Wellness Committees: The Cornerstone of Organizational Wellbeing Strategies
Free Resources
Thriving culture framework
Our Theories of Practice
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Practice of Innovation
In order to be successful and see sustained culture change this work needs to be lead collaboratively by both leadership and staff. Organizations that can innovate are best suited for the future. We work with teams through the three larger stages of innovation:
Understand the problem or the need
Generate ideas and solutions
Implementation of ideas
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A Practice of Care Framework
This framework intersects trauma-informed care, Anti-Racist practices, and social emotional development theories. A workplace environment that is built from a practice of care will give individuals the tools needed to process trauma, in a culturally and racially aware and centered manner, while also developing strategies to address and respond to emotions and needs.
Each workplaces finds itself in its own unique socio-political and racial context, it’s culture needs to be responsive and reflective of this reality.
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Eight Dimensions of Wellbeing
Both a persons individual, and our collective wellbeing is comprised of eight mutually co-dependent dimensions: emotional, physical, occupational, social, spiritual, intellectual, environmental, and financial. If any one of these dimensions is neglected over time, it will adversely affect the health, well-being, and quality of life.
The quality of life for one individual is directly impacted by the quality of those around them. Workplace cultures built through an intersectional wellbeing framework, are key to supporting all employees.
Service Components
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Audit Stage- Our most popular stand alone service
An audit can be completed as aistand alone serivce or as a part of the larger service.
Assessment: Conduct a comprehensive audit of the current organizational culture, including values, norms, behaviors, and communication patterns.
Data Collection: Gather feedback through surveys, interviews, focus groups, and observations to gain insights into employees' perceptions and experiences.
Analysis: Analyze the collected data to identify strengths, weaknesses, opportunities, and threats related to the existing culture.
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Coaching Stage
Leadership Development: Provide coaching and training sessions for organizational leaders to help them understand the importance of culture and their role in shaping it.
Communication Skills: Offer coaching on effective communication strategies to ensure leaders can articulate the desired culture and engage employees in the process.
Change Management: Support leaders in developing change management plans to address cultural challenges and facilitate smooth transitions.
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Technical Assistance Stage
Policy Review: Review existing policies and procedures to ensure they align with the desired culture and provide technical assistance in updating or creating new ones.
Performance Management: Develop performance management systems that reinforce the desired culture by aligning goals, rewards, and recognition with cultural values.
Leader & Employee Training: Offer technical assistance in designing and delivering training programs that promote organizational culture implementation.
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Co-Creation Stage
Vision and Values: Facilitate workshops and brainstorming sessions with employees at all levels to co-create a shared vision and core values that reflect the desired culture.
Engagement Systems: Establish systems for ongoing employee engagement and feedback, such as employee resource groups, suggestion boxes, or digital forums.
Culture Structures: Form cross-functional culture structures, practices, and policies to drive initiatives, monitor progress, and champion cultural change throughout the organization.