Strengthening organizations that fuel social impact.

When organizations or teams are at an inflection point, alignment is essential. We help partners examine all dimensions of their organization, identify where greater clarity or change is needed, and design practical solutions that bring strategy, people, processes, and structures into alignment. Our work recognizes that organizational culture and systems and the communities our partners serve are unique, and we ensure that any design is relevant, feasible, and tailored to their ecosystem. When an organization is aligned, leaders and teams can focus their energy, adapt with confidence, and create lasting impact.

Our services include:

• Strategy-making and delegation – developing strategic priorities and how they are carried through the organization.

• Culture design – shaping values and equity commitments, elevating norms, and designing practices that support alignment.

• Organizational charts – creating a structural model that aligns with an organization or team’s focus and needed positions.

• Leadership structures – designing leadership models that fit organizational needs and foster clarity about roles, responsibilities, and decision-making.

• Staff mapping and job descriptions – aligning people and skills to roles and priorities.

• Decision-making and resource allocation – establishing clear, transparent pathways for how decisions are made and how resources are distributed to support priorities.

• Collaboration and knowledge-sharing – strengthening how teams coordinate and how information and insights flow.

• Compensation and recognition programs – ensuring fairness and transparency, and supporting connection to organizational goals.

• Workforce planning – preparing for future needs through growth planning.

Organizations often reach a point in their lifecycle when greater clarity for staff becomes essential – clarity about career pathways, the skills and behaviors needed to succeed, and opportunities to learn and grow. This can be sparked by organizational growth, a new strategy, shifts in how work gets done, or by team members seeking more transparency and support. Whatever the impetus, we partner with leaders and teams to meet these needs. We begin by defining organizational capacity and understanding staff needs, then bridge the gap through a talent development strategy and the tools to bring it to life. Our solutions are designed and implemented to be tangible, feasible, transparent, and equitable.

Our services include:

• Employee value proposition – articulating an organization’s vision for and commitment to staff growth and development.

• Career pathways and progression frameworks – defining career tracks, advancement opportunities, and the criteria for progression.

• Performance management programs – designing coaching and feedback approaches that support growth and performance.

• Competency models – outlining the skills and behaviors needed to succeed in role, collaborate well with others, and grow into future opportunities.

• Learning and development programs – building the skills and behaviors staff need for success and continued growth.

• Talent decision frameworks – structuring staffing, advancement, and recognition decisions in ways that are clear and earn trust.

• Equity analyses of talent development practices – identifying opportunities to strengthen fairness, consistent application, and transparency.

We support leaders as their organizations evolve, ensuring leadership practices keep pace with new needs and ambitions. Our work untangles complexity so that leaders’ portfolios are clear, accountabilities are understood, and decision-making is effective. This clarity at the top is critical for teams – when leaders are aligned, teams have the direction, support, and confidence they need to do their best work. We also partner with leaders to create space for what matters most: setting vision and strategy, achieving big goals, developing their teams, and preparing for the future.

Our services include:

• Responsibility and decision-making maps – clarifying roles, portfolios, and accountability.

• Management development programs – building skills for people leaders.

• Succession planning – preparing for sustainable leadership transitions and providing continuity.

We take a human-centered approach to change and implementation, building plans and supports early in engagements and carrying them through every stage of the work. Change isn’t only about adopting new practices – it also involves letting go of what’s familiar, navigating uncertainty, and addressing the power dynamics that shape how change is experienced across roles. By focusing on engagement and adoption from the start, we help ensure that change takes root and lasts. This includes timely updates at key milestones, open opportunities for questions and dialogue, and practical training, tools, and resources. We also encourage teams to engage with new tools and approaches during the design process, so that final deliverables are stronger, trusted, and ready to use.

We embed equity into our work by making sure the people most affected by organizational change have genuine opportunities to shape its design. From the start, we structure our engagements so that a range of voices and perspectives are not only included but heard and valued. We recognize that organizations are experienced differently across roles and identities, and our assessments are designed to bring those differences to light so they can be addressed in constructive ways. Through interviews, focus groups, and surveys, we intentionally elevate diverse experiences so they inform our analysis, recommendations, and solutions. Equity and transparency also guide how we design organizational structures, leadership approaches, people practices, and talent development solutions. We focus on making these designs clear, fair, and accessible so that everyone in the organization can see themselves in the path forward.