Something's broken in your organization.
You already know it.
Maybe turnover is higher than it should be — and the exit interviews say "personal reasons" while your gut says something different. Maybe your last culture initiative didn't stick, because culture initiatives never stick when the structural problems underneath them stay untouched. Maybe you've inherited a team that's been absorbing dysfunction for years and you're only beginning to understand what you're actually walking into.
You've probably tried the usual things: leadership retreats, consultant reports, town halls designed to surface concerns that nobody actually feels safe naming. The dysfunction persists because nobody has done the one thing that needs to happen first — diagnose what's broken at a structural level, without a stake in protecting the existing narrative.
That's the work I do.
The Approach
I work with organizations where stated values and lived culture have stopped talking to each other — where the gap between what leadership says and what staff experience has become too wide to ignore, too costly to paper over, and too structural to fix with another workshop about it.
I start with a diagnostic. Not a framework overlay. Not a recommendation you'll shelve. A precise, independent assessment of what's actually broken, named clearly, before anything else happens. That diagnosis can stand alone as a complete deliverable. It can also become the foundation for rebuild work — because once the problem is accurately named, the path forward becomes significantly clearer.
The goal is always the same: make doing the right thing structurally easier than doing the wrong thing.
Ways to Work Together
You can feel that something is wrong. You need an independent, clear-eyed picture of what's actually broken before you can act. 3–4 weeks | From $5,500 CAD
The problem is identified. You need someone to actually fix it — not recommend someone else does. 6–10 weeks | From $12,000 CAD
The dysfunction is interconnected, piecemeal fixes keep failing, and you need a partner who can hold the whole picture through a real change cycle. 4–12 months | From $45,000 CAD
01 Organizational Diagnostic
For when you know something is wrong, but can't name it precisely enough to act on it.
Organizations can feel dysfunction before they can diagnose it. Turnover climbs. Engagement erodes. The official narrative and the break-room conversation become two entirely different stories. Good people start leaving — quietly at first, then not quietly.
This engagement gives you an independent, unvarnished picture of what's actually broken — not what's uncomfortable to say internally, not what's politically safe to name in a board presentation, but what's structurally causing the dysfunction you're experiencing and what it's actually costing you.
What this involves
What this Does not involve
- Implementation of any recommendations.
- Additional interviews beyond ten — available at an additional fee if required.
- Additional presentations to staff, board, or other groups beyond the one included.
- Ongoing support or advisory after final presentation.
- Any work that begins to cross into redesign territory — if the diagnostic identifies issues requiring structural rebuilding, that is a separate scope conversation.
- A pre-engagement briefing with senior leadership to establish the diagnostic hypothesis and confirm interview access.
- Up to ten structured interviews conducted across all organizational levels — not just leadership.
- Qualitative analysis and theme identification, delivered as three to four actionable findings.
- A written diagnostic report with an executive summary, findings, and prioritized next steps.
- One live presentation of findings to the leadership group, including presentation slides.
This engagement stands alone as a complete deliverable. It's also the natural entry point into a Targeted Systems Redesign — the diagnosis is already done, so you know exactly what to fix.
Timeline: 3-4 weeks from signed agreement and confirmed interview access
Investment: From $5,500 to $10,000 CAD scoped by organization size and access complexity.
02
Targeted Systems Redesign
For when the problem is already clear and you need someone to actually rebuild it.
Not a workshop about it. Not a report recommending that someone else fix it. The actual rebuild — working documents, restructured frameworks, real systems that make it structurally easier to do the right thing than to do the wrong thing.
This engagement starts with one clearly defined problem and a leader who has the mandate to act on it. "We need to fix our culture" is not a starting point for this work. "Our complaints investigation process is creating harm and needs to be rebuilt from the ground up" is.
- Policy and procedure redesign — rebuilding specific frameworks so compliance and human flourishing are no longer in conflict
- Decision architecture redesign — clarifying authority, removing bottlenecks, rebuilding decision flows so accountability matches responsibility
- Psychological safety infrastructure — building structural supports that actually protect truth-tellers: reporting mechanisms, conflict resolution processes, accountability systems
- Regulatory governance frameworks — governance structures that work legally and practically, not just on paper
examples of what we could do
What you'll get
What this Does not involve
- Work outside the named deliverable — if additional structural issues surface during the engagement, that is a change order conversation.
- Ongoing culture change work or leadership coaching.
- Revisions beyond two rounds.
- Anything that crosses into organizational transformation territory: sustained advisory, full transformation work, or outcome evaluation over time.
- Rebuilt policies, frameworks, or processes — actual working documents, not recommendations.
- An implementation roadmap with sequenced rollout.
- Leadership briefing materials to support adoption.
- Two rounds of revisions on all deliverables.
- One 30-day check-in after handoff.
This engagement stands alone. It can also expand into an Organizational Transformation Partnership if the organization is ready for broader transformation work once the immediate problem is resolved.
Timeline: 6-10 weeks, scroped by project complexity
Investment: From $12,000 to $25,000 CAD scoped by project complexity
03
Organizational Transformation Partnership
For when piecemeal fixes keep failing because nobody is holding the whole picture.
This is not an organizational diagnostic plus a targeted systems redesign with a retainer added on. That distinction matters to me, and it matters to you too.
Some organizations are dealing with dysfunction that is structurally interconnected; you cannot fix the policy framework without also addressing the decision authority structure, and you cannot address that without working through what leadership actually stands for, and none of it holds without someone who can see the whole system over time as it stabilizes. This engagement is designed for that.
It's a complete organizational change cycle: diagnostic, redesign, embedded advisory, and formal evaluation. The evaluation component is what makes this categorically different from sequencing separate engagements. You need a partner who was in the room when the diagnosis was made and can assess, at the end of the engagement, whether implementation stayed true to the original intent. That longitudinal perspective cannot be replicated by bringing someone new in at the close of a project.
Who this is for
- New leadership inheriting systemic dysfunction they didn't create.
- Organizations in post-crisis recovery where trust has been broken at multiple levels.
- Organizations where stated mission and lived culture have been diverging for years and the gap has become too costly to ignore.
This engagement requires genuine executive commitment and an identified internal champion — without both, the work cannot hold.
What this involves
What this Does not involve
- Unlimited or on-demand access outside the defined parameters above.
- Therapy (I am not a registered psychologist or other regulated therapy provider) or personal coaching for individual leadership team members — that is a separate engagement.
- A guaranteed timeline for culture change — outcomes depend on organizational commitment and implementation.
- Work outside the scope defined at engagement start.
- Full organizational diagnostic, including report and presentation.
- Complete policy and systems redesign work scoped to the specific problems identified, with a report, presentation, and implementation roadmap.
- Monthly leadership advisory sessions — defined length, agenda-structured.
- On-call access for urgent strategic decisions: two contacts per month maximum outside scheduled sessions, 48-business-hour response, strategic decisions only.
- Quarterly assessment check-ins through the engagement.
- A formal evaluation report at engagement close — assessing what changed, what held, and what the organization now has that it didn't before.
- A defined off-boarding process with extended time between sessions as the system stabilizes.
Timeline: 4–12 months, project-scoped at engagement start
Investment: From $45,000–$75,000 CAD, project-scoped before engagement begins
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