• I definitely feel more at peace and able to concentrate on the right things. I'm spending more time on what's important to me and the organization, rather than being consumed by 24/7 firefighting.

    CEO, Regional Credit Union

  • Everyone I know at my organization believes the DEI program, jumpstarted by the CCI training, has been transformative. It is now a pillar of everything we do.

    Senior Program Officer, Health Care Administration

  • What was most helpful was the articulation of the work, and this is a different framing of this situation. I felt like a lot of the anxiety came from me feeling like I am a bad leader and perhaps brushing it under the rug. Hearing your perspective was reaffirming and supportive.

    Executive Director, Mid-sized Non-Profit

  • What started as 1:1 coaching became a ripple effect across our entire team. I went from working on my own growth to becoming a DEIB accountability partner.

    Lending Manager, Financial Institution

We partner with organizations navigating the complexities of this work, wherever they need to start.

Logo of the International Association of Women featuring a pink 'W' inside a colorful circular design.
Harvard Business Publishing Education logo with a shield featuring the word 'VETROTS' and floral elements.
The logo for Verity Credit Union features the word "verity" in large orange lowercase letters with a blue dot over the "v." Below the word, "CREDIT UNION" is written in smaller blue uppercase letters.
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The word "Pratt" in large, bold, yellow letters on a white background.
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A red background with the white AIA logo in the center.
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MDRC logo with the tagline 'Building Knowledge to Improve Social Policy'
Logo of the International Living Future Institute with a tree graphic and text.
Black background with white text reading 'PBDW' and a small line of text above it that is not clearly visible.
SF Fire Credit Union logo with a red circle containing a white stylized fire image.
UChicago Medicine logo with a shield and two lions, the text 'At the Forefront UChicago Medicine'
A logo featuring a blue silhouette of a deer standing on snow, enclosed in a shield shape, with the word "Roedean" written below.
Logo of the Interior Design Association with the abbreviation 'IIDA' and full name 'The Commercial Interior Design Association'.
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Langan logo with the words Engineering & Environmental Services underneath
The word 'ioby' in orange letters with a stylized 'o' resembling a pie chart.
Google logo with red, yellow, green, and blue colors
Logo of Big Brothers Big Sisters of America with stylized 'B' and text
Northwest Maritime logo featuring a hexagon shape with a letter M, waves at the bottom, and a sun in the top left corner, alongside the text Northwest Maritime.
Logo with the text 'RELEASE' in stylized black font on the left and three vertical black bars on the right separated by a thin vertical line.
Colorful text spelling 'Bronx Children's Museum' in playful font.
Logo with interconnected abstract shapes in blue, purple, pink, and orange, next to large purple text 'NYIC'.
CDW logo in red with a swoosh around the letters
Logo for The Cosmetic Concierge featuring two interlinked circles in shades of pink and red with the text 'The Cosmetic Concierge' below.
Logo with a blue rectangle above the letters 'NCARB' in gray text.
Two women sitting in a modern living room, one showing something on a laptop to the other. The woman on the left wears a red blouse and beige skirt, and the woman on the right wears a gray shirt and black leather skirt. There is a wooden coffee table and modern artwork on the wall behind them.

We bring the tools. You bring the challenge.

Together we find what works.

“The greatest leadership moments are when you can be vulnerable and lead through modeling behaviors. I see that happening more and more.”

— Executive Team Member

Mitigating ongoing conflict? Lead with stakeholder buy-in.

  • A nonprofit came to us at a breaking point: one staff member’s performance was faltering, team morale was unraveling, and equity values were being tested internally. The Executive Director was carrying the burden alone, exhausted and unsure how to move forward without causing further harm.

  • What began as leadership coaching quickly expanded into organizational engagement. We provided one-on-one coaching for the Executive Director to relieve isolation and reconnect her to values and vision. At the same time, we facilitated layered stakeholder sessions: leadership alignment, affinity space for staff of color, and all-staff conversations to build shared culture. We also worked with a complex performance issue, approaching it systemically rather than punitively, and offering confidential, trauma-informed support alongside strategic recommendations.

    • Relief and renewed clarity for the Executive Director

    • Safer space for staff of color to share needs before all-staff sessions

    • A values-aligned framework for communication and accountability

    • A stakeholder group formed to carry equity strategy forward

  • This case reflects what we see in many organizations: leaders shouldering issues alone, staff carrying unspoken tensions, and equity commitments practiced externally but not internally. By slowing down and sharing responsibility, the organization shifted from strain to clarity — and from replicating harm to modeling the culture it aspires to build.

A woman with short blonde hair giving a presentation using a microphone in a conference room, with audience members listening.

Experiencing fractured trust? Lead with vulnerability.

“The ILS breaks down leadership skills into tangible things they can shift about their behavior so it is much less of a mystery.” — Team Member

  • What started as a personal coaching journey soon became a ripple effect across a team and organization. With regular 1:1 coaching and the Inclusive Leadership Spectrum (ILS) framework, one leader emerged as a trusted accountability partner and culture shifter, helping her team—and her peers—embrace inclusive leadership as an everyday practice.

  • Through regular one-on-one coaching sessions, we supported this leader in deepening self-awareness and rebuilding trust with her manager. We introduced practices from the Inclusive Leadership Spectrum (ILS), helping her apply them directly to team 1:1s, feedback conversations, and performance reviews. Over time, she began modeling vulnerability for her peers, integrating DEIB accountability into everyday work, and using the ILS to spark ongoing reflection and growth within her team.

    • Increased confidence, clarity, and fulfillment in her role

    • Stronger feedback culture grounded in reciprocal trust

    • A team culture of openness, belonging, and growth

    • Organizational ripple effects as she became a DEIB accountability partner

  • Her journey shows how leaders can move from performative to relational, from checklist to lived practice, from isolation to shared accountability. With the right support, one leader’s growth can spark cultural transformation.

Two women are sitting in a living room, engaged in a discussion. The woman on the left, wearing glasses and a white top, is looking at the woman on the right, who is sitting on a beige sofa, wearing a blue shirt & ripped jeans, with her hand raised.

“I think I've just expended so much emotional, physical, and mental energy on this issue and don't know if I had the capacity to do more.”

— Executive Director

Building team capacity? Lead with strategy.

  • When a new CEO took the helm of a regional credit union, the executive team was in crisis—fractured by mistrust, infighting, and lack of alignment. She was stuck in firefighting mode, with little energy left to lead strategically.

  • We combined intensive coaching for the CEO and her executive team with organization-wide workshops that built shared language and surfaced pain points. Using our Inclusive Leadership Skills (ILS) framework, leaders practiced new mindsets and behaviors while staff across departments became active change agents. Throughout, we partnered closely with the CEO, offering strategic guidance to navigate resistance, manage personnel issues, and keep equity values centered in planning and operations.

    • The executive team became more aligned, communicative, and accountable

    • Staff energy shifted from exhaustion to cautious optimism

    • The CEO gained peace, focus, and renewed leadership clarity

    • Inclusive Leadership Skills were embedded into planning and operations

  • This journey illustrates how change sticks when it starts at the top. By focusing first on executive alignment and cascading outward, the credit union created a ripple effect across the entire workforce.
    Unlike one-off trainings, this approach wove skill-building, mindset shifts, and structural change into the fabric of the organization. The result: a culture where leaders can face challenges with clarity and staff can thrive in an environment of equity and accountability.

Navigating organizational turbulence? Lead with co-creation.

“Knowing that this isn’t all on me—actually believing it’s not all on me—has been the hardest and most liberating part.” — Executive Leader

  • A senior executive at a national financial services company was overextended and isolated, carrying the burden of leading a team with fractured trust while shielding them from organizational dysfunction.

  • Over nine months, we combined executive coaching with team interviews, facilitated strategy sessions, and targeted development for emerging leaders. Our focus was on helping the executive build stronger boundaries and self-trust while supporting her team in adopting distributed leadership practices. Alongside this, we co-created a sustainability plan that prepared the group for succession and helped them protect time for strategy amid organizational turbulence.

    • She named and acted on misalignments with senior leadership

    • Modeled courageous leadership by addressing unsafe narratives

    • Moved from doing the thinking for her team to mentoring others into strategic leadership—investing in a clear successor and requesting targeted coaching for them.

    • Shifted her language from deficit-framing (“I have so much work to do”) to trust and delegation (“They don’t need me; they’ve got this.”).

  • Transformational equity leadership is not only about what gets done — it’s about how power is held, shared, and ultimately released. With the right support, leaders can move from overextension to clarity and build teams that thrive beyond them.