I have been every
person in the room.
ABOUT LEAH SCHNEIDER, mS, PHRca
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.
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I have occupied almost every seat there is in the nonprofit and human services system. Patient. Frontline worker. Program manager. CEO. HR director. Consultant. Author. 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.
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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.
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I hold a Master of Science in Applied Psychology from USC and a PHRca certification. I completed my first book; The Interventionist Leader, on organizational transformation through the lens of lived experience.
The Climate Framework is not a theory I borrowed. It is something I built from the inside out; from years of watching organizations hire and fire their way through a retention crisis while treating the symptom and ignoring the condition. It is grounded in three theoretical pillars and tested against the data I collected during my graduate research at USC.
I completed my first book, The Interventionist Leader: Guiding Yourself and Your Organization Through Change, which brings the Climate Framework into full relief. It is written for the leader who is already in the middle of the hardest work and who needs a framework, not a pep talk.
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My Company Culture exists because the sector I have given my career to deserves better tools, better leadership infrastructure, and leaders who are willing to look honestly at what they have built. If you are one of those leaders, you are in the right place.
CREDENTIALS
GRADUATE DEGREE
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Master of Science in Applied Psychology
University of Southern California
Thesis: Onboarding and first-year voluntary turnover in behavioral health organizations
UNDERGRADUATE DEGREE
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Bachelor of Arts, Human Development and Social Change
Pacific Oaks College
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CERTIFICATION
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PHRca - California Professional in Human Resources
RESEARCH
tHE BOOK
The Interventionist Leader
Guiding Yourself and Your Organization Through Change. Structured around the Stages of Change model and built around the Climate Framework. Written for leaders who are already in the middle of it.
USC Thesis
Graduate research on onboarding practices and first-year voluntary turnover in behavioral health organizations. The data foundation beneath the Climate Framework.
"Most workforce problems are not people problems. They are
structural ones. TheClimate Framework helps leaders see
the difference - and build organizations that actually hold
people."
- LEAH SCHNEIDER, MS, PHRCA - MY COMPANY CULTURE -
fROME ME TO YOU
You Already Have What It Takes to Change This
I want to tell you something I wish someone had told me earlier in my career, when I was leading through the kind of organizational chaos that makes you question everything: your instincts, your decisions, and sometimes yourself.
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You are not a bystander in your own organization. You are an intervention waiting to happen.
The conditions your people are working in, the culture they experience every day, the safety they feel or don't feel to speak honestly, the sense of meaning they carry into hard work on hard days, those conditions are not fixed. They are, in significant part, the result of your leadership behavior. And behavior is something you can change.
The gap between what leaders intend and what their people actually experience is rarely the result of bad intentions. It is the result of missing awareness. Nobody ever gave them a clear enough mirror.
That gap is what I built this work around.
Most leaders do not need someone to fix their organization from the outside. They need three things: the awareness to see what is actually happening, the mindset to receive it without flinching, and the tools to do something concrete with what they learn.
That sequence makes every leader capable of being an interventionist in their own system.
You would not be here if you were not someone who takes your organization's health seriously. The question is not whether you care. I already know you do. The question is whether you have a clear enough picture to act on what is actually happening, not just what you hope is happening.
That is what this work is for.