Culture and People Strategy

Adventure picture of hiking in the forest that says Fractional Culture and People Work
Adventure picture of hiking in the forest that says Fractional Culture and People Work
Adventure picture of hiking in the forest that says Fractional Culture and People Work

Culture is the Infrastructure

HR | OD Advisory Partnerships for Culture Clarity

Culture is how work moves. How decisions get made. How trust is built. How belonging becomes practiced, not promised.

If your organization is scaling, shifting, or integrating, culture stops being a side conversation. It becomes the infrastructure that protects execution, retention, and leadership effectiveness.

I partner with senior leaders who want culture and people strategy to be a competitive advantage. We work on the places culture shows up whether you have a plan or not. Decision architecture. Leadership signal. Trust and belonging conditions. Talent continuity. Operating rhythms that keep growth from turning into depletion.

The aim is sustainable and regenerative expansion. Systems that flex and adapt.

A culture that can grow without asking people to disappear.

SCHEDULE TIME TO DISCUSS YOUR IDEAS

Culture Work. Applied.

Culture and people strategy draws from HR, organizational development, coaching, and operations. Vision. Operating model. Leadership capacity. Talent continuity. Culture is the system underneath all of it.

This is embedded partnership for the decisions that shape the organization. Not the ones you announce. The ones you make on a Tuesday when the pressure is high and the system tells the truth. Hiring. Restructures. Growth spurts. Integration. Conflict. The quiet drift between stated values and lived behavior.

The Curiosetti Method and Feral Guideship are research-informed, field-tested methodologies built over more than 25 years in practice. They develop leadership as a living capability. Signal-reading. Discernment. Boundaries as responsibility. Belonging as threshold and foundation.

Two shapes of partnership.

Fractional Chief Culture Officer
Embedded and ongoing. Strategic partnership on a retainer basis. Monthly strategy sessions. Real-time advisory on culture-impacting decisions. Leadership coaching. Offsites and facilitation. Quarterly culture health checks and course correction.

Consulting
Project-based and scoped. A defined challenge with clear outcomes. Diagnostics and design. Practical recommendations your team can execute. Time-bound. Focused.

This work is built for leaders operating across complexity. Different industries. Different growth stages. Different pressures. The same underlying question. Can your culture carry what your strategy is asking of it? If you want culture and people strategy that is practical, senior-level, and designed to hold under load, explore the outcomes and what this partnership looks like in motion.

This is For You If...

You are scaling, integrating, or shifting, and you can feel the strain on trust, clarity, and follow-through.

You are scaling, integrating, or shifting, and you can feel the strain on trust, clarity, and follow-through.

You are scaling, integrating, or shifting, and you can feel the strain on trust, clarity, and follow-through.

You want culture and people strategy to be a competitive advantage, not an internal side project.

You want culture and people strategy to be a competitive advantage, not an internal side project.

You want culture and people strategy to be a competitive advantage, not an internal side project.

You care about trust, belonging, and performance, and you want them built into how work runs.

You care about trust, belonging, and performance, and you want them built into how work runs.

You care about trust, belonging, and performance, and you want them built into how work runs.

Your leadership team is willing to be coached, challenged, and held to the standard you say you want.

Your leadership team is willing to be coached, challenged, and held to the standard you say you want.

Your leadership team is willing to be coached, challenged, and held to the standard you say you want.

You need HR and OD partnership that sees the system. Decisions, incentives, roles, and the signals leaders send.

You need HR and OD partnership that sees the system. Decisions, incentives, roles, and the signals leaders send.

You need HR and OD partnership that sees the system. Decisions, incentives, roles, and the signals leaders send.

You want C-suite expertise without the cost of a full-time hire

You want C-suite expertise without the cost of a full-time hire

You want C-suite expertise without the cost of a full-time hire

What You Get When Culture Goes First

Measurable gains in retention and leadership effectiveness.

Organizations that invest in strategic culture reduce leadership talent turnover by 30% or more and overall turnover by up to 40%. Your leaders stay and lead differently.

Measurable gains in retention and leadership effectiveness.

Organizations that invest in strategic culture reduce leadership talent turnover by 30% or more and overall turnover by up to 40%. Your leaders stay and lead differently.

Measurable gains in retention and leadership effectiveness.

Organizations that invest in strategic culture reduce leadership talent turnover by 30% or more and overall turnover by up to 40%. Your leaders stay and lead differently.

A leadership bench with depth and durability.

Succession planning and leadership capacity scale with growth. The organization develops leaders from within, with judgment and follow-through in complexity, transition, and constraint.

A leadership bench with depth and durability.

Succession planning and leadership capacity scale with growth. The organization develops leaders from within, with judgment and follow-through in complexity, transition, and constraint.

A leadership bench with depth and durability.

Succession planning and leadership capacity scale with growth. The organization develops leaders from within, with judgment and follow-through in complexity, transition, and constraint.

Values and purpose translated into operating reality.

Culture becomes the organizing principle that makes decisions coherent. Strategy moves into execution because decision rights, accountability, and incentives reflect what you say matters.

Values and purpose translated into operating reality.

Culture becomes the organizing principle that makes decisions coherent. Strategy moves into execution because decision rights, accountability, and incentives reflect what you say matters.

Values and purpose translated into operating reality.

Culture becomes the organizing principle that makes decisions coherent. Strategy moves into execution because decision rights, accountability, and incentives reflect what you say matters.

C-suite expertise without the cost of a full-time hire.

Embedded strategic support on a retainer basis. Real-time advisory. Leadership coaching. Offsites and facilitation. Quarterly culture health checks. Senior-level partnership when it matters.

C-suite expertise without the cost of a full-time hire.

Embedded strategic support on a retainer basis. Real-time advisory. Leadership coaching. Offsites and facilitation. Quarterly culture health checks. Senior-level partnership when it matters.

C-suite expertise without the cost of a full-time hire.

Embedded strategic support on a retainer basis. Real-time advisory. Leadership coaching. Offsites and facilitation. Quarterly culture health checks. Senior-level partnership when it matters.

What They're Saying

Farmer's Business Network

A Game-Changer for Me

I've had the pleasure of working with Linda, and I can confidently say that she has been a game-changer for me and my team.

Her expertise, guidance, and support have been instrumental in my personal and professional growth, and I've seen significant improvements in my leadership skills, communication, and decision-making. What sets Linda apart is her ability to create a safe and non-judgmental space for her clients to explore their challenges and opportunities.

Her coaching style is warm, empathetic, and results-driven, and she has a remarkable ability to help her clients identify and overcome their blind spots.

I highly recommend Linda to anyone looking for a skilled and compassionate executive coach who can help them achieve their full potential.

ShawnTrell Scales

CHRO

BOK Financial Insurance

Linda Will Help You Get There

In only a few short months Linda pulled strengths I didn't know I had to the surface and provided clarity around the unique value I deliver as a consultant. During our interactions she pushed me - often beyond my comfort zone, provoked me, and forced me to be deliberate with my actions to accomplish my short and long term goals, both personally and professionally.

I reference notes from our calls often and remember that the work is far from over, it's just beginning.

Whether you are working on your personal brand (like me) or making the jump to the C-suite, Linda WILL help you get there.

Jessica J. McCool

Regional Consulant, Operations & Development

Farmer's Business Network

A Game-Changer for Me

I've had the pleasure of working with Linda, and I can confidently say that she has been a game-changer for me and my team.

Her expertise, guidance, and support have been instrumental in my personal and professional growth, and I've seen significant improvements in my leadership skills, communication, and decision-making. What sets Linda apart is her ability to create a safe and non-judgmental space for her clients to explore their challenges and opportunities.

Her coaching style is warm, empathetic, and results-driven, and she has a remarkable ability to help her clients identify and overcome their blind spots.

I highly recommend Linda to anyone looking for a skilled and compassionate executive coach who can help them achieve their full potential.

ShawnTrell Scales

CHRO

BOK Financial Insurance

Linda Will Help You Get There

In only a few short months Linda pulled strengths I didn't know I had to the surface and provided clarity around the unique value I deliver as a consultant. During our interactions she pushed me - often beyond my comfort zone, provoked me, and forced me to be deliberate with my actions to accomplish my short and long term goals, both personally and professionally.

I reference notes from our calls often and remember that the work is far from over, it's just beginning.

Whether you are working on your personal brand (like me) or making the jump to the C-suite, Linda WILL help you get there.

Jessica J. McCool

Regional Consulant, Operations & Development

What's Next

If this sounds like where your organization is right now, let’s talk. We’ll look at the culture challenge you’re facing and whether this approach fits the moment you’re in.

We’ll cover your context, what’s getting in the way, and what you want to be true on the other side. A straightforward conversation about fit and next steps.

Most engagements begin within two to four weeks of our initial call, depending on your timeline and organizational readiness.

Schedule a Vision and Strategy Call

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Schedule a Vision and Strategy Call

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FAQ’s

Answers to Your Questions

The right fit is important here. I'm happy to start with common questions here, and we can answer all of your questions on a call.

Experience. Credentials. Perspectives.

Frequently asked question
Frequently asked question
Frequently asked question

How is this different from a Fractional CHRO?

How is this different from a Fractional CHRO?

How is this different from a Fractional CHRO?

What's the difference between a fractional partnership and a consulting partnership?

What's the difference between a fractional partnership and a consulting partnership?

What's the difference between a fractional partnership and a consulting partnership?

What if we already have an HR person?

What if we already have an HR person?

What if we already have an HR person?

How long do these partnerships last?

How long do these partnerships last?

How long do these partnerships last?

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