Coaching, Courses, and Consulting for Mission-Driven Teams
Harmonize helps groups bridge the gap between values, vision, and impact. We give groups the tools to create and evolve highly functional organizations that can work and create in harmony.
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How Organizational Development Consulting Can Help
Learn tools, practices, and frameworks you can implement immediately to uplevel your skills and impact.
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DEI
Trainings
Conferences & Cohorts
courses
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What Now?: Creating Unshakeable Organizations
The way we’re working together isn’t working. This course tackles the core question of how we govern ourselves, individually and collectively. Our Power, Belonging, & Justice (PBJ) framework provides language and practical tools to build organizations and movements capable of creating the world we want to see, together.
Intro to Conflict Resilience
When conflict occurs we can either break down or break through. This course shares our holistic approach to finding and unlocking the potential within conflict and staying functional in its presence. Our framework and tools address:
- Personal awareness
- Interpersonal skills
- Organizational practices
- Systems analysis
- Power & Identity Consciousness
- And more…
Org Fundamentals
Getting a group to work together toward a vision doesn’t just require vision and “leadership.” It requires tools and mindsets to address common needs that organizations face. This course guides participants to create the basic components of a highly functional and values aligned organization including:
- Defining Strategy and Purpose
- Anchoring Values
- Creating Structure
- Making Decisions
- Establishing Core Policies
- Leading Organizational Change/Development
What's After DEI?
Those of us who want liberty and justice for all people have used “DEI” as a framework and a flag. Now, it’s under attack. Join us as we introduce our framework for how to not only stay true to our values but also improve the power and precision of mission-driven work.
testimonials
What Are People Saying?
From strategy, to structure, to business development, to culture, and interpersonal conflict, Harmonize can work with it all; they empower groups by helping them see how it’s all connected. They have a tremendous blend of heart and mind, along with a deep understanding of the systemic issues we need to transform, and how we often unconsciously reproduce them. 
Harmonize facilitated a series of workgroup discussions at the request of women and people of color to help the organization/team work with longstanding DEI issues. Harmonize invited us to explore our experiences with white supremacy at the workplace from a place of curiosity and compassion, rather than blame or shame. They were able to recognize how power was operating and used that insight to prompt conversations forward in a way that minimized harm to those expressing uncomfortable truths. Their kindness and commitment to promoting healing are evident and a joy to experience. 
resources
Blogs, Podcasts & Free Downloads!
Learn frameworks and key insights in our blog, laugh and think with us on our podcast, or download our Collaboration Manual–a free guide that goes beyond the legalities of an Employee Handbook and serves as an operating manual for how your organization works together. Download your free Collaboration Manual and begin building or evolving your organization today!
How To Train Managers In Conflict Resolution
Conflict is a call for change. The question is: how will we respond? Will we choose to avoid addressing conflict, or will we discover the
Leadership Development: The Conversation We Aren’t Having
Leadership. It’s a word people are constantly talking about. People want to develop their leadership skills. Build leaders. Create leaderful organizations. Create strong leaders. Accountable
FAQs: Our Approach to Organizational Development Consulting
What is Harmonize’s approach to organizational development consulting?
At Harmonize, our organizational development consulting begins by centering on your organization’s Values. We facilitate targeted workshops and stakeholder interviews to surface what truly matters in your culture. From that foundation, we co-create a clear Vision for growth and performance. Our consultants then design tailored initiatives—whether culture assessments, process redesign, leadership development, or change management—that deliver measurable Impact. We avoid one-size-fits-all templates; every recommendation is adapted to your context, ensuring sustainable change that aligns with your mission and long-term goals.
How does Harmonize ensure alignment with our values?
Values are the guiding compass for every engagement. Early in our work together, we lead a structured values-discovery process (surveys, interviews, focus groups) to uncover authentic principles, not just aspirational phrases. We map those principles to desired behaviors, processes, and milestones. Throughout the consulting engagement, we embed regular feedback loops—check-ins, progress reviews, pulse surveys—to confirm that each recommendation and action reinforces your stated values. This continuous alignment ensures the Impact you achieve feels genuine, resonates across teams, and endures beyond the project.
What offerings are included in your organizational development consulting suite?
Our organizational development consulting suite is modular and co-created, drawing on proven methods but tailored to your needs. Typical offerings include:
Culture & Values Assessment: Surveys, interviews, and focus groups to diagnose cultural strengths, gaps, and opportunities.
Leadership Coaching & Development: Programs and one-on-one coaching aligned to your Vision and values, equipping leaders to model desired behaviors.
Process & Structural Redesign: Analysis of workflows, team structures, and decision-making processes to remove friction, improve agility, and embed values-driven practices.
Change Management Planning: Communication roadmaps, stakeholder engagement strategies, and training plans to ensure smooth adoption of new initiatives.
Metrics & Impact Frameworks: Definition of KPIs (e.g., engagement scores, retention, productivity benchmarks, innovation indicators) and ongoing tracking to demonstrate real outcomes.
Workshops & Facilitation: Interactive sessions (virtual or in-person) on topics such as values alignment, cross-functional collaboration, or innovation practices.
Ongoing Advisory & Iteration: Periodic reviews and tune-ups so that as your organization evolves, the strategies continue to deliver Impact.
Every component is delivered collaboratively: we provide expertise, tools, and best practices, while your team shapes decisions and owns execution—maximizing sustainability and buy-in.
How do you measure the Impact of organizational development consulting?
Measuring Impact is central to our consulting practice. At the outset, we partner to identify success metrics tied directly to your priorities—these might include employee engagement scores, turnover/retention rates, productivity or efficiency benchmarks, innovation metrics, customer satisfaction changes, or other KPIs you value. We define data sources and reporting cadences up front. As initiatives roll out, we track progress against these metrics, share transparent dashboards or summaries, and use iterative feedback to refine tactics. This data-informed cycle ensures you clearly see how our consulting efforts translate into tangible improvements, reinforcing trust and guiding next steps.
What is the typical timeline and client involvement for organizational development consulting?
Timelines can vary by scope:
Short sprints (6–8 weeks): e.g., a focused values-alignment or culture-diagnostic project with clear deliverables.
Multi-phase engagements (several months to a year+): e.g., large-scale transformation involving leadership development, structural redesign, and iterative rollouts.
We design each phase to minimize disruption: clear schedules for workshops or interviews, efficient data-gathering methods, and concise progress reports. Your involvement typically includes: sponsoring the effort at the leadership level, providing context and access to stakeholders, participating in co-creation sessions, and championing change internally.
Harmonize handles facilitation, analysis, and best-practice recommendations, always grounding activities in the Values. Vision. Impact. framework so that your team sees clear purpose and benefit at every stage.
Who should be involved?
Successful organizational development consulting requires a cross-functional coalition. Key participants often include:
Executive Sponsors: To articulate Vision, secure resources, and model commitment.
HR / People Ops Partners: To drive culture initiatives, support change management, and integrate new practices into policies.
Functional Leaders / Managers: To embed recommendations into daily workflows and rally their teams.
Change Champions or Ambassadors: Respected individuals across teams who can advocate for new approaches and provide frontline feedback.
Representative Staff or Teams: In assessments (surveys/interviews) and pilot programs, so that insights and solutions reflect diverse perspectives.
Harmonize guides stakeholder mapping up front, ensuring the right voices are heard and engaged, which builds shared ownership and paves the way for lasting Impact.
How do you secure buy-in?
Securing executive buy-in is a deliberate, values-driven process:
Link to Strategic Priorities: We frame organizational development initiatives in language that ties directly to the executives’ top objectives—whether growth targets, efficiency gains, innovation goals, or talent retention.
Demonstrate Early Wins: We identify pilot areas or quick-win opportunities where small changes can yield visible results, then share those outcomes promptly to build momentum.
Use Data & Storytelling: By combining quantitative metrics (e.g., engagement improvements, productivity gains) with qualitative stories (testimonials from participants, narrative around cultural shifts), we create a compelling case for continued investment.
Ongoing Communication: We maintain transparent updates and feedback loops—executives see progress reports tied to the Values. Vision. Impact. framework, which reinforces trust and alignment.
Co-Creation & Ownership: Involving executives in the co-design process ensures they feel ownership over solutions, rather than perceiving them as imposed. This collaborative stance strengthens commitment to follow-through.
Through these steps, Harmonize helps secure and sustain executive sponsorship for organizational development consulting initiatives.
How can I get started with organizational development consulting?
Getting started is straightforward:
Schedule an Initial Consultation: We’ll discuss your current challenges, goals, cultural context, and how the Values. Vision. Impact. framework applies.
Define Scope & Success Metrics: Together, we outline the engagement’s objectives, timeline, and KPIs that matter most for your organization.
Co-Create a Tailored Plan: Based on our conversation, we propose a phased approach—workshops, assessments, coaching, and other components—designed to minimize disruption while maximizing results.
Launch & Iterate: We kick off activities (e.g., interviews or surveys, leadership sessions) and maintain regular check-ins to ensure alignment, measure Impact, and adjust as needed.
Even at step one, you’ll experience our collaborative, mission-driven style: deep listening, targeted questions, and clear next steps. To begin, simply reach out via our contact form or email to arrange the consultation. From there, we’ll move forward in partnership, anchoring every decision in your Values and Vision to drive meaningful Impact.
