You didn't accidentally
build this culture.
oRGANIZATIONAL CONSULTING | LEADERSHIP DEVELOPMENT | EXECUTIVE COACHING
You just weren't paying
attention.
Helping nonprofit and human services leaders fix the culture & climate problems driving their people out - before it costs them another good person.
cLIMATE | CULTURE | CHANGE
YEARS EXECUTIVE LEADERSHIP
10+
APPLIED PSYCHOLOGY, USC
Every
MS
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sEAT IN THE SYSTEM
|
|
1
FRAMEWORK. YOURS.
- sERVICES PAGE -
WHAT WE DO
The work is structural.
So is the solution.
Three ways to work together - each grounded in the Climate
Framwork and built for the nonprofit and human services world
You did not accidentally build this culture. But without the right diagnosis, you cannot fix it intentionally. I work with nonprofit and human services organizations to assess organizational climate, identify the structural problems driving turnover, and build the systems that make it possible for good people to stay. This is not a workshop. This is a whole-organization intervention — grounded in the Climate Framework and built around what your people are actually experiencing.
Your managers are not failing because they lack motivation. Most of them were promoted because they were good at the work — not because anyone taught them how to lead people through it. I deliver training designed specifically for nonprofit and human services teams, covering organizational culture, management fundamentals, and the climate conditions that either hold people or lose them. Built for the sector. Grounded in the framework. No generic content.
Leadership at this level is not a solo endeavor — but it can feel like one. I offer one-on-one coaching for nonprofit and human services executives who need a thought partner who has actually sat in their seat. Not just as a leader, but as a patient, a frontline worker, a program manager, and a CEO. That vantage point changes the conversation. If you are navigating a hard organizational moment and need someone who can see it from every angle — this is the work.
Organizational Consulting
Leadership Development
Executive Coaching
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2
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"Most workforce problems aren't people
problems. They're structural ones. The
Climate Framework helps leaders see the
difference - and build organizations that
actually hold people."
- LEAH SCHNEIDER, MS, PHRCA - MY COMPANY CULTURE -
- ABOUT PAGE -
ABOUT LEAH
I have been every person
in the room.
It is a daily challenge to show up as the leader that my team needs me to be. I say that not as a disclaimer — I say it because it is the most honest thing I know about leadership, and honesty is the only place I know how to start.
I have occupied almost every seat there is in the nonprofit and human services system. That is not a career history. That is a map of the same system seen from every angle — including the angles that most leaders never get close enough to see.
What I know from all of those seats is this: most organizations are not losing good people because they hired wrong. They are losing good people because they built — without realizing it — a climate that makes it impossible to stay. I built the Climate Framework to help leaders see that clearly, and change it before it costs them another good person.
I hold a Master of Science in Applied Psychology from USC and a PHRca certification. I am currently completing my first book — The Interventionist Leader — on organizational transformation through the lens of lived experience.
- BLOG PAGE -
LATEST WRITING
Ideas worth sitting with.
On climate, culture, leadership, and the organizations doing the hardest work.
CLIMATE & CULTURE
WORKFORCE
A cold room does not happen without a reason. Climate does not erode on its own. Something produces it — a period of sustained pressure without acknowledgment, a conflict that never got resolved, a leadership absence that people felt even if nobody named it, a change that happened without enough explanation.
LEADERSHIP
The Systems We Create: What a Bad Termination Can Teach You About Everything
The Room Was Cold. I Wanted to Make It Warm.
Policy With Purpose: What Standards of Conduct Are Actually For
Here is what most leaders miss: the way you introduce policy is itself a message about your culture. If you hand someone a stack of rules on day one and say sign here, you have communicated something. Not what the rules say. Something about the relationship between this organization and its people.
That last one is the one nobody wants to examine. Terminations are uncomfortable. Leaders want them over quickly. HR wants them legally defensible. And in the rush to get through it, the system reveals itself — not the system as written in the handbook, but the system as practiced, as felt, as witnessed by everyone in the building.
- CONTACT PAGE -
LET'S TALK
If you are a nonprofit or human services leader who is tired of losing good people to a problem you cannot quite name — you are in the right place. Start with a conversation.
The problem has a name.
And there is a way
through it.
Organizational Consulting | Leadership Development | Executive Coaching