Culture Shift Partnership | Culture Shift Studio

ORGANIZATIONAL ASSESSMENT

The Culture Shift Partnership

A three-year engagement to co-create a shift that sticks.

WHAT THIS IS

Culture does not change by adding new things on top of old ones. The old ways compete with everything you are trying to build: the habits that formed before anyone named them, the patterns no one chose but everyone follows. Until you name them and unlearn them, you are always in your own way.

The Culture Shift Partnership is a three-year engagement built on a crawl, walk, run model: from diagnosis through full independence, designed so that by Year 3 your team is running the process and we have moved from lead facilitator to quarterly coach.

50-200%

of annual salary to replace one employee

SHRM

annual cost of turnover to U.S. businesses

Gallup, 2019

$1T

2x

higher revenue growth in orgs with healthy change adoption

Gartner, 2025

The cost of doing nothing compounds. The Culture Shift Partnership is for organizations ready to invest in culture as a strategic priority, not a line item.

WHY A PARTNERSHIP?

THE THREE-YEAR MODEL

Crawl, walk, run. Each year you own more of the process.

Year 1 we lead everything. Year 2 we support and co-facilitate as your internal team takes the wheel. Year 3 we step back to quarterly coach and advisor. The goal is that by Year 3 you do not need us the way you did in Year 1, and that is how you know it worked.

QUARTER 1

The Diagnosis

6-week organizational assessment, leadership interviews, focus groups, full 15–20 page Culture Report, intervention roadmap, debrief session

QUARTER 2

Align & Design

QUARTER 3

Practice & Evolve, Cycle 1

QUARTER 4

Practice & Evolve, Cycle 2

Two full-day workshops 30 days apart: Culture Vision Lab (who you are becoming) and Culture Design Lab (how you will work). First Quarterly Culture Review to assess what is shifting, where new friction is emerging, and where to focus next.

Weeks 1–6: Unlearning Labs. Weeks 7–12: Culture Co-Labs.

Teams identifies patterns to unlearn and the organization designs experiments. Second Quarterly Culture Review.

Second full 12-week cycle building on what the team learned in Cycle 1. Unlearning Labs followed by Culture Co-Labs. Third Quarterly Culture Review.

YEAR 1

Creating the Foundation & Facilitation (Crawl)

Year 1 is where we do the deep work together. We lead every phase, from diagnosing what is happening in your organization, to aligning your leadership team around what needs to shift, to running two full cycles of practice. By the end of Year 1 you have a clear picture, a shared language, and two rounds of real behavior change underway.

QUARTER 1

Annual Culture Review

Before Year 2 begins in earnest, we zoom out with an Annual Culture Review. We assess what shifted in Year 1, what is still active, and what to focus on first. This is a calibration and strategy opportunity.

We train an internal facilitator to run the Unlearning Labs and Culture Co-Labs independently. This includes hands-on preparation alongside our team before they take the lead in Q2.

QUARTER 2, 3, 4

Practice & Evolve, 3 Cycles

Your internal facilitator co-facilitates the labs alongside our team. We coach, consult, and work in a support role as they build the skills and confidence to lead this work independently.

We focus on four things throughout:

Clarity. Your facilitator knows what is expected and why. The work connects to what is actually happening in the organization, not just top-down talking points.
Capability. They have the tools, language, and practice to model new behaviors and coach their teams. Not just awareness of the process, but real fluency with it.
Capacity. They have the time and bandwidth to do this well. Culture change on top of a full plate is not culture change. It is performance theater.
Confidence. They believe this is real and worth their investment. They have seen it work and they trust the process enough to lead it.

YEAR 2

Building Capacity & Advising (Walk)

Year 2 is where your team starts owning the work. We move from lead facilitator to a supporting role: co-facilitating cycles, coaching your internal team, and training someone inside your organization to run the labs independently. By the end of Year 2 you have internal capacity that did not exist when you started.

QUARTER 2-4

Quarterly Culture Review

Each quarter closes with a 60-minute Quarterly Culture Review: a zoom-out to assess what shifted, where new friction is emerging, how well new habits are sticking, and what to focus on next.

QUARTER 1

Annual Culture Review

Once a year we zoom all the way out. Where have the patterns shifted. What is still active. What your culture looks like now compared to where you started. And what the next chapter of this work calls for, whether that is sustaining what you have built, going deeper on what remains, or something you could not have seen at the beginning.

One 90-minute advisory session per quarter. Your team brings the questions. Amy brings the perspective. We focus on these four things: Clarity, Capability, Capacity, Confidence.

YEAR 3

Coaching from Behind (Run)

By Year 3 the work is yours. Your internal facilitator runs the labs, your team owns the rhythm, and we show up once a quarter as a thinking partner. The patterns have shifted. The habits are in place. You do not need us the way you did at the start, and that is exactly the point.

QUARTER 2-4

Quarterly Culture Review

The full Diagnosis

6-week assessment, 8-pattern report, action roadmap, leadership workshop, debrief

WHAT YOU RECEIVE ACROSS THREE YEARS

Two full-day design workshops

Culture Vision Lab and Culture Design Lab, 30 days apart

Four Practice and Evolve cycles

Unlearning Labs and Culture Co-Labs across Years 1 and 2

Facilitator training

Internal team trained to run the labs independently in Yr. 2

Quarterly Culture Reviews

Zoom-out sessions across Years 1 and 2 to assess momentum

Four Year 3 coaching calls

Quarterly advisory sessions as your team runs the process independently

Annual culture review

Year 3 full organizational check-in and next-chapter planning

Full independence by Year 3

Your team owns the process. We move from facilitator to advisor to coach.

Ready to name what's really going on?

Book a 30-minute discovery call to get started

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WHO IS THIS FOR

Organizations serious about culture change as an ongoing practice, not a one-time initiative.

Leaders who understand that the patterns holding their culture in place did not form overnight and will not shift without sustained effort
Mid-size organizations at an inflection point: significant growth, a merger, a leadership transition, or a strategic pivot
Organizations where culture has become the obstacle to growth, retention, or performance
Any CEO ready to treat culture as a business priority and build internal capacity to sustain it

The Culture Shift Partnership is for organizations ready to do the work. Not a workshop series or a consulting project with a fixed end date. A sustained three-year practice that builds internal capacity so that by Year 3, your team is running it.

If you are not sure whether you are ready, start with The Diagnosis. It will tell you.

We are bringing on 3 founding organizations for Year 1 at a significantly reduced rate.

Founding clients receive the full Year 1 scope — The Diagnosis, Align and Design, two Practice and Evolve cycles, and two Quarterly Culture Reviews — in exchange for helping us document the work.

Limited to 3 Organizations

Founding Clients Wanted

Case Study

A documented account of your culture shift journey across Year 1

Testimonials

A brief testimonial at each phase of the engagement

Post-Year 1 Debrief

A dedicated debrief session with us after Year 1 closes

Founding Partner Recognition

Named as a founding partner of the Culture Shift Partnership

Founding client pricing applies to Year 1 only. Years 2 and 3 continue at full price. Book a call to learn more about availability and what founding client pricing looks like.