Hey,
I’m Chris.

Situation
As the organization grew, expanded staffing and leadership layers created confusion around ownership, decision-making, and workflow.

Action
I led a comprehensive clarification effort to define responsibilities, map workflows, and establish clearer expectations across leadership, teams, and governing bodies.

Result
Teams reported greater confidence, reduced friction, and improved collaboration, with clearer understanding of both individual responsibilities and how work moved across the organization.

Situation
A proposed change to long-held organizational convictions carried significant emotional and relational weight, with the potential to fracture trust and engagement.

Action
I designed and led a deliberate change process that included clear documentation, open forums for questions, regular communication, and direct one-on-one conversations with those most impacted. The focus was on transparency, listening, and helping people understand both the reasoning and the implications of the change.

Result
The organization adopted the change with minimal disruption, retaining nearly all members and preserving trust during a highly sensitive transition.

Situation
Following a leadership sabbatical, the organization showed signs of strain, including misaligned responsibilities, unclear decision-making, and a lack of shared direction.

Action
I led a reset of leadership structure and operating rhythms, realigning responsibilities to team strengths, clarifying board scope and accountability, and developing a clear vision for the next phase of the organization. I communicated this direction consistently to both leadership and the broader organization.

Result
Leadership confidence stabilized, roles became clearer, and the organization regained alignment around priorities, expectations, and direction.