Receipts, not vibes.

The situation

A 90-person community nonprofit was losing mid-level managers faster than it could promote them. Exit interviews blamed pay, but alumni kept saying the same thing: there was no path forward if you were not in the inner circle.

The work

Ran a culture diagnostic across staff, board, and recent exits. Mapped equity friction points, manager capacity gaps, and decision-making patterns. Delivered a prioritized build plan with role-level retention levers and a manager enablement sequence.

The result

The organization rewrote its promotion criteria, added sponsorship pairing for Black and Brown staff, and created a manager listening ritual. One year later, voluntary turnover dropped by 34% and internal promotion doubled.

The situation

A public university department had a new chair, three new directors, and a history of decisions made in side conversations. Trust was low and meetings were performative.

The work

Designed a four-module Leader Lab series on psychological safety, equitable performance management, conflict transformation, and inclusive facilitation. Each session included practice, not just theory, and a take-back toolkit for team meetings.

The result

Post-series surveys showed 100% of managers could name a specific decision norm they would change. Six months later, HR-conflict escalations were down 50% and the chair described meetings as 'finally about the work, not the worry.'

The situation

Black Girl Assembly needed a flagship gathering that was part celebration, part leadership development, and part intergenerational healing — without asking attendees to code-switch or shrink.

The work

Designed the convening arc, speaker curation, and participant experience. Built partnerships with local artists, elders, and wellness practitioners. Created space for both public testimony and private restoration.

The result

The event drew a multigenerational audience and was recognized with a citation from the Massachusetts House of Representatives, presented by State Representative Chynah Tyler, for highlighting Boston's culture and communities.

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The situation

Most leadership spaces ask Black, Brown, and Indigenous people to leave parts of themselves at the door. The Culture Collective was built as a room where wealth, wellness, and culture are the same conversation.

The work

Designed the membership model, programming rhythm, and community agreements. Curated founding members and facilitators. Built the infrastructure so the Collective can operate without Rochelle being in every conversation.

The result

Members report the Collective is the first space where they did not have to translate themselves before talking about money. It now operates as a self-sustaining community arm of the larger ecosystem.

Learn more about The Culture Collective →

The situation

A public conflict between staff and leadership had spilled into the community. Morale was fractured and the institution's reputation was at risk.

The work

Facilitated a series of repair conversations with clear ground rules, pre-work, and follow-through commitments. Worked with leadership to draft a public accountability statement tied to internal behavior changes.

The result

Three departments that had stopped collaborating returned to joint programming. The institution published its accountability framework and used it to evaluate the next two seasons.