How We Work
Real culture shifts are felt and practiced, not just understood.
Here is how we work with individuals, teams, and organizations to make that happen.
Other consultants and coaches give you tools and leave you to figure out the rest. We give you a lived experience that moves through awareness, aspiration, acceptance, action, and accountability. By the time your team leaves a session, they have not just learned something: they have felt something shift.
Embodied, not just intellectual
The work is designed to be felt, not just understood. Pattern shifts happens in the body and in practice, not only in the mind.
WHY WORK WITH US
Not a deck or a framework: we're providing a lived experience.
Original frameworks
The Pattern Shift Wheel and Unlearning Cycle are built from 20+ years of leading culture change inside governments, nonprofits, and mission-driven organizations.
The goal is never dependency. Every engagement builds your capacity to name patterns, run experiments, and keep the culture evolving after we step back.
Built for the long game
WHERE TO START
Three ways in, depending on where you are.
The work is available at the individual, team, and organizational level. If you're a leader who wants to unlearn old habits that no longer work, choose the individual track. If you want to build awareness with your team or teams, choose the team sessions. Lastly, if you want us to work with your organization, you can choose the Diagnosis or the Culture Shift Partnership.
The Pattern Snapshot
60-minute introduction to the Pattern Shift Wheel. See your patterns for the first time.
FOR INDIVIDUALS
Individual Coaching
For practitioners and change agents who want to shift their own patterns first, with or without organizational buy-in.
Pattern Shift Coaching
A 90-day container. One pattern cluster to focus on, and one practice arc.
Pattern Shift Circle
Group coaching for six weeks, 4–6 people. Collective unlearning.
EXPLORE INDIVIDUAL COACHING →
The Map
60-minute introduction to the Pattern Shift Wheel for your team.
FOR TEAMS
Team Sessions
For teams navigating friction, a transition, or a reset and leaders who want to move before the whole organization is ready for a bigger shift.
The Deep Dive
A 90-minute session. One pattern cluster, one experiment, and a written summary.
The 30-Day Shift
Half-day workshop where we uncover your top 3 patterns and design experiments, a Culture Compact, 30-day debrief.
EXPLORE TEAM SESSIONS →
The Diagnosis
Six-week organizational assessment, full report, action roadmap.
FOR ORGANIZATIONS
Organizational Work
For organizations ready to go deep: a full diagnostic or a multi-year culture shift partnership.
Culture Shift Partnership
A three-year engagement. Year 1 foundation building, Year 2 capacity creation, Year 3 full ownership.
EXPLORE ORGANIZATIONAL WORK →
THE PROCESS FOR TEAMS AND ORGANIZATIONS
Listen and Diagnose. Align and Design. Practice and Evolve.
Listen and Diagnose
We listen deeply to your people and identify where energy, trust, and clarity are breaking down.
You leave this phase knowing exactly what is driving friction and why.
Align and Design
We align leaders on where you are going and co-design practical shifts that make that future real. Values become behaviors. Intentions become commitments.
Practice and Evolve
Culture change becomes real through practice, not declarations. We run experiments, build leadership capacity, and evolve the culture in real time until your team owns the process.
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For team and organizational work, we follow a three-phase process. We always begin with Listen and Diagnose.
Work is changing fast. Many organizations are strained: stretched leaders, quiet tension, fragmented teams, and “initiatives” that never really stick.
The Culture Shift Process is designed to do three things, in the right order:
Create shared clarity about what’s really happening
Turn values into usable ways of working
Build culture through practice, not slogans
Why This Process?
The Three Phases
Start with clarity. Build your people. Evolve through practice.
1) Listen & Diagnose
We listen deeply to your people and identify where energy, trust, and clarity are breaking down.
2) Align & Design
We align leaders on where you’re going and co-design practical changes that make that future real.
We test small, meaningful shifts, strengthen leadership skills, and evolve culture in real time.
3) Practice & Evolve
What changes in the first 90 days
Leaders often feel:
Unsure what’s really going on
Quiet tension that nobody names
Overwhelmed priorities
Stretched thin or carrying the culture alone
Before
After
Leaders consistently feel:
Clear about what’s happening and why
Equipped with shared language
More connected and aligned
Energized by a realistic path forward
Confident about what to prioritize next
You move from uncertainty to clarity, and from quiet tension to shared understanding.
Phase 1: Diagnose
Culture Pulse Sprint (30 Days)
Purpose: Get a clear picture of what’s really happening and where to focus first.
What we do
Listen through story circles + surveys
Identify top culture friction points
Assess energy, trust, and clarity
Evaluate readiness for change
Highlight early wins and bright spots
What you receive:
Culture Snapshot Report (strengths, friction points, risk areas)
Readiness Score (Reset, Rebuild, Refine, Reimagine)
Top 1–2 cultural patterns to address first
A summary you can share with the team
Outcome: Clarity about where you are now and why it matters.
Culture Shift Session (90 Minutes)
A fast, grounded conversation to get oriented and choose the next right step.
You’ll leave with:
A clearer picture of what’s happening in your culture right now
A recommendation for where to start in the pathway (Listen & Diagnose, Align & Design, or Practice & Evolve)
Phase 2: Align & Design
Day 1: Culture Vision Lab
Purpose: Align leaders on who you’re becoming and how you want to work.
We explore:
Who you want to become as a culture
Shared expectations and values-in-action
What a thriving culture looks and feels like
What needs to shift to get there
What you receive:
Culture Vision Canvas
Values → Behaviors Map
Alignment summary you can use with your wider team
Outcome: A shared north star that’s actually usable
Purpose: Turn the vision into practical, doable ways of working.
We co-create:
Meeting norms
Decision-making clarity
Communication pathways
Leadership expectations
Ways to support pacing, wellbeing, and teamwork
2–3 focus areas for the next 90 days
What you receive:
Culture Playbook (Draft) (behaviors, norms, ways of working)
90-Day Culture Plan (owners, milestones, success signals)
Shift Hypothesis Statements (“If we try X, we should see Y”)
Outcome: A practical, energizing plan your team believes in.
Day 2: Culture Design Lab
Phase 3: Practice & Evolve
Culture Evolution Cycles (6 Week Cycles)
Purpose: Make culture change real through practice.
You can run one cycle or stack them for 3–6 months depending on goals and readiness.
Choose your cycle focus
Leadership Labs
Build leadership capacity: emotional intelligence, clarity, boundaries, repair, decision-making.
Unlearning Labs
Unlearn patterns that no longer serve the team: silence, urgency, perfectionism, avoidance, people-pleasing.
Culture Co-Lab + Sprints
Test small shifts that make work feel easier, clearer, safer, or more connected.
What you receive (each cycle):
Culture Sprint Canvas
Experiment Cards
Culture Scorecard Snapshot
Next-sprint recommendations
Outcome: Visible momentum and real behavior change.
Our sprint arc moves from four stages:
Foundations: Seeing the patterns
Alignment: Reclaiming agency
Experimentation: Practicing new patterns
Integration: From practice to culture
Sample experiments (real, not theoretical):
Redesign a recurring decision process using consent-not-consensus or an advice process
Add rapid reflection rounds after key meetings to normalize learning (not perfection)
Build peer connection through mentoring or appreciation Fridays rituals
Pilot a weekly culture huddle with open check-ins and shared problem-solving
How a 6-Week Cycle Works
Sustain What's Working
Quarterly Culture Review
Every quarter, we zoom out and assess what’s shifting, where new friction is emerging, how well new habits are sticking, and where to focus next.
What you receive:
Quarterly Culture Review Report
Updated scorecard
Recommended next 2–3 experiments
Outcome: Progress that keeps moving, without burnout.
What This Looks Like Over Time
Year 1 (Typical)
Diagnose → Align → Run cycles → Quarterly review → Iterate
Build shared language, reduce friction, and establish the practices that carry culture day to day
90-Minute Culture Shift Session
Culture Pulse Sprint
Culture Vision Lab (Day 1)
Culture Design Lab (Day 2)
Leadership Labs
Culture Co-Labs
Unlearning Labs
Quarterly Culture Review
Reflection & Integration
Listen & Diagnose
Align & Design
Practice & Evolve
Culture Shift Cycles
(6 Weeks)
30 Days
30 Days
Year 2 (Deepening)
Expand ownership across leaders
Strengthen accountability rhythms
Sustain through quarterly reviews + evolving experiments
Culture Pulse Sprint
Culture Vision Lab (Day 1)
Culture Design Lab (Day 2)
Leadership Labs
Culture Co-Labs
Unlearning Labs
Quarterly Culture Review
Reflection & Integration
Listen & Diagnose
Align & Design
Practice & Evolve
Culture Shift Cycles
(6 Weeks)
30 Days
30 Days
Ready to Begin?
If you want a low-lift starting point, begin with the 90-Minute Culture Shift Session. If you need a shared diagnosis, start with Listen & Diagnose.
Culture Shift Studio | Evolving Work, Together.
Helping organizations name the patterns keeping them stuck, unlearn what is no longer working, and build something that sticks.
amy@cultureshiftstudio.com
©2026 | Culture Shift Studio