CONTACT

individuals

Client Results

About

Growing quickly and struggling to keep culture healthy

Facing high turnover, disengagement, or internal misalignment

Led by well-intentioned people stuck in reactive patterns

Trying to “fix” systemic issues with surface-level solutions

THIS IS FOR MISSION-DRIVEN ORGANIZATIONS AND TEAMS THAT ARE...

Experiencing internal breakdowns in cross-team communication

Dealing with emotional leadership at the top (fear, frustration, avoidance)

Reacting instead of proactively leading with strategy and values

doing "the right thing" but not seeing the desired results

My Approach

Organizational culture is a living system.
And like any system, it reflects the patterns and energy of its leadership.

That’s why I don’t start with blanket team trainings or one-off workshops.
I start with the people in charge—the CEOs, executive teams, and department heads whose decisions ripple through every layer of the organization.

Because when leadership is reactive, so is the culture.
But when leaders are values-driven, emotionally intelligent, and aligned?

That’s when everything starts to shift.

The work I do with organizations follows a top-down model— or as i refer to it as the Right-Side-Up Triangle.

At the top point, we begin with executive leadership—bringing clarity to decision-making, communication, and values alignment.

From there, we move into the mid-layer of management, where culture is either translated or lost.

Finally, we engage the wider team—ensuring alignment, psychological safety, and clarity of purpose at every level.

Because sustainable culture doesn’t trickle up—it cascades down and out.

And when it’s done right?
         Retention improves.
         Clients feel the difference.
         Profit margins follow suit.

An organization's sustainability and growth is directly tied to its culture

align your leadership

what we focus on

Tony Robbin's says, "Where your focus goes, energy flows and where energy flow, whatever you are focused on grows."

  • Rebuilding trust between leadership and staff after periods of change or conflict
  • Facilitating clear, values-driven decision-making in times of uncertainty
  • Identifying unspoken cultural patterns that undermine performance or morale
  • Coaching leaders to respond vs. react—especially under pressure
  • Developing emotionally intelligent managers who can lead people, not just tasks
  • Creating a psychologically safe environment that supports honest feedback
  • Embedding clarity and ownership across roles
  • Equipping leadership to model and scale the behaviors they want to see
  • Bridging the gap between stated values and actual workplace behavior
  • Aligning internal culture with external brand identity and client experience
Next
back

“We didn’t need another incentive program. We needed aligned leadership. Dr. Wendy helped us find our footing again—and our people responded.”
- COO, National Nonprofit

CLIENT RESULTS

Every conversation with Dr. Wendy brings clarity, perspective, and deep insight. Her wisdom and ability to refocus others on the bigger picture make her an invaluable leadership coach.
- Allen D. Meyers, CEFS Department Chair (retired)

CLIENT RESULTS

“What we thought was a hiring issue turned out to be a culture issue. Working with Dr. Wendy helped us get honest, aligned, and far more effective.”
– CEO, Mid-size Private Sector

CLIENT RESULTS

integration

Every engagement is tailored—but most include:

  • Strategic leadership coaching for executives and senior teams
  • Organization-wide culture and values assessments
  • Communication and trust-building workshops
  • Leadership retreats or facilitated team offsite meetings
  • Targeted support for team leads and department heads
  • Ongoing integration, reflection, and recalibration

learn more about my integration model

From the mountains

to the beaches, we love it all.

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MORE ABOUT US

consideration

What would be possible if your leadership team wasn’t constantly putting out fires?

What if your people were engaged because they believed in the culture—not because they were bribed to stay?

What if your growth didn’t come at the cost of your people?

How much energy is your team spending managing dysfunction instead of delivering results?

If your culture continues on its current trajectory, where will your organization be in 12 months?



    

It's time to get curious about where you are and where you could be

build a culture that lasts

This isn’t about pizza parties or pressure tactics.
It’s about equipping your leadership to create an environment where people can thrive—and your mission can scale.

If those questions sparked something—it’s not by accident.
The challenges you’re facing aren’t unsolvable. They’re just rooted deeper than most solutions go.

The good news? That’s exactly where we begin.

What message is your leadership modeling—even when no one’s saying a word?

Are you building a culture that retains people—or just replacing them faster?

What would it look like to lead from clarity and certainty instead of control?

How is your current culture impacting client experience—and long-term reputation?

What’s the cost of waiting until the next crisis to address misalignment?

    

But if culture isn’t intentional, it becomes accidental—and accidental culture breeds burnout, disengagement, lower margins, and high turnover.
so What do you need?

The truth is, your people don’t need more perks.
They need leadership they trust.
They need clarity, consistency, and connection.
They need to know that the organization they’re part of is rooted in something deeper than performance goals.

That starts with you—and the tone you set at the top.

I KNOW YOU'RE READY TO GROW

Snag your free clarity consultation

YOU'RE SMART. YOU WORK HARD.
You’ve invested in strategies, systems, and people.

BUT I NKOW YOU'VE NOTICED THAT THERE IS JUST SOMETHING MISSING.

If you're tired of chasing short-term fixes, of watching talent walk out the door, of wondering why communication breaks down even with the “right” people in the room—this is your opportunity to try a different approach. One that integrates both performance and well-being. Strategy and sustainability.

We begin with your executive team, then move outward.
Because the most effective change isn’t forced. It’s modeled.

Let’s create a culture your people want to be part of—and your clients want to work with.

Together, we’ll identify where things are misaligned and where lasting change can begin.