How the Consulting Process Unfolds
Consulting engagements build on insights surfaced through the Organizational Leadership Strain Diagnostic.
Once leadership strain is clearly understood as a structural issue rather than an individual problem, organizations are better positioned to make changes that are sustainable rather than reactive.
This work unfolds in phases, shaped by organizational context, readiness, and scope.
The Consulting Arc
Consulting work typically addresses:
how decisions are made and where authority sits
how power is concentrated, avoided, or informally exercised
communication patterns that shape culture under pressure
ethical strain, governance confusion, or role misalignment
unspoken norms that drive burnout, conflict, or overextension
The emphasis is on helping leaders steward systems more clearly, rather than asking individuals to adapt to unsustainable structures.
Phase One: Leadership Alignment and Systems Clarity
Purpose
To realign leadership roles, authority, and decision-making structures based on diagnostic findings.
Deliverables
leadership alignment sessions
systems mapping and synthesis
facilitated conversations with senior leadership or boards
clear articulation of constraints, risks, and leverage points
Timeline
Phase 1 usually takes 4–8 weeks
Organizations often enter this phase following periods of burnout, leadership fatigue, ethical strain, or stalled change efforts.
Phase Two: Capacity, Governance, and Integration
Purpose
To support leaders and systems in integrating new patterns into daily operations and governance structures.
Typical Areas of Work
leadership decision-making and role clarity
communication and conflict navigation
board development and governance practices
ethical accountability structures
integration of new ways of working into organizational life
Engagement Formats
leadership coaching for senior leaders
board retreats and governance intensives
facilitated planning and implementation support
on-site or multi-session engagements
Timeline
Phase 2 unfolds over 3–6 months, depending on scope
How Engagements Are Structured
Each engagement is designed in response to the organization’s specific context.
This work requires:
leadership buy-in
willingness to engage in discomfort
commitment to sequence and pacing
Structural change is emotionally demanding.
This is expected. The work is designed to hold that reality without rushing past it.
Who This Work Is For
This works is for:
academic leaders and institutions
arts organizations and creative nonprofits
mission-driven organizations navigating growth or strain
boards and executive teams facing ethical or cultural complexity
This work is not appropriate for organizations seeking quick fixes or surface-level change.