Change is constant. Culture is a choice.
Change comes in waves. Culture is how we stay steady and move together.
I design retreats, team-building, onboarding support, and facilitated workshops that build alignment, connection, and sustainable workplace culture—especially during seasons of change.
Cross-sector experience: tech, federal consulting, nonprofits, education, fundraising, finance, community development, government
Consultant + facilitator + strategist for teams navigating change (remote, hybrid, in-person)
Nervous-system-aware practices that support communication under stress
Deliverables that stick: agreements, scripts, templates, and implementation plans
Values-led, community-centered, liberation-informed approach (without performative culture work)
At a glance
When to Bring Me In & What Changes After
When teams are navigating change—new leadership, reorgs, team merges, rapid growth—culture can either tighten into control or expand into clarity. And honestly… gestures broadly… we’re all feeling the pace.
The usual talking points are stale. No one wants pizza parties in exchange for burnout. What people actually want is transparent leadership, equitable compensation, clear expectations, and a workplace culture that doesn’t punish honesty—especially when it’s not business as usual.
This isn’t a family; it’s a place of work. And because we spend so much of our waking lives with colleagues, culture isn’t “extra”—it shapes whether people can do their best work without masking, bracing, or burning out. I help mission-driven organizations build a culture that’s not just good on paper, but lived in the day-to-day: how decisions are made, how feedback is handled, how new people are welcomed, and how teams move through change without losing trust. The focus isn’t “individual resilience.” It’s healthier structures, norms, and shared accountability.
You’re in a season of change—growth, reorgs, mergers, leadership transitions, or new policies—and you can feel the ripple effects.
You don’t have a real onboarding process, and new hires are left to “figure it out.”
Hiring is happening based on vibes… or based on “professionalism” standards that quietly reinforce dominant culture.
Your culture sounds great in a deck, but in practice people experience confusion, favoritism, silos, or fear of speaking up.
You’re seeing high turnover, low morale, burnout, or a “just keep your head down” vibe.
Managers are overwhelmed and the team is stuck in meeting loops without real decisions.
You want to level-set the team on recognizing and disrupting dominant culture patterns (urgency, scarcity, perfectionism, defensiveness, individualism).
You want to walk the walk—to be a values-led leader in your field, not just say the right things.
You want to build a culture of trust, clarity, accountability, and belonging—and you’re ready to change systems, not just people’s attitudes.
When to bring me in:
What changes after:
Trust increases because leadership communicates clearly, makes decisions transparently, and follows through.
People don’t feel the need to mask to survive the workplace—there’s more psychological safety and less “performance.”
You move from vague culture goals to shared agreements: how you communicate, give feedback, handle conflict, and make decisions.
Onboarding becomes consistent and inclusive, so new hires ramp faster and feel genuinely welcomed.
Teams collaborate with less friction because roles, expectations, and priorities are clearer.
Managers have the language and tools to lead during uncertainty without spreading it downward.
Instead of “wellness” as a band-aid, you build sustainable rhythms—workload clarity, meeting culture, boundaries, and repair practices.
You can genuinely say you’re proud of your culture because it’s practiced, not just described.
Your organization becomes a place where people can do excellent work and feel supported—reducing turnover and strengthening your reputation as a values-led workplace.
Curious where your team is right now? Book a discovery call, and I’ll recommend the strongest starting point (retreat, onboarding support, training series, or a custom engagement).
Signature Offerings
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A grounded, interactive workshop that uses astrology as a tool for self-awareness and better collaboration at work. We explore each team member’s Big Three (Sun, Moon, Rising) for core drives, communication style, and stress/emotional needs—plus the Midheaven (career line) to reflect on how people naturally want to contribute, lead, and be recognized.
Together, we translate insights into practical takeaways: how to communicate more clearly, reduce friction, and build shared norms that support a healthier, more effective team.
Includes: a short pre-workshop intake, a 90–120 minute workshop, and a team recap with shared takeaways.
Optional add-on: 1:1 mini Midheaven or Mars readings
Note: This is reflective and non-clinical (not therapy), and offered as a professional development tool, not a predictive tool. This is one of my most popular offerings! 🌟 -
A practical training + practice lab for teams who want to build a more equitable and effective workplace culture. Together we identify how dominant culture norms can show up in everyday work—urgency, perfectionism, defensiveness, individualism, competition, scarcity mindset, power hoarding, fear of conflict, either/or thinking—and how these patterns impact communication, decision-making, belonging, and burnout.
Instead of putting the burden on individuals to “be more resilient,” we focus on systems and shared practices: how teams can create norms that support people to show up as whole humans, collaborate with more trust, and do their best work—without reproducing harm.Includes: short pre-work intake, a 120–minute facilitated session (or half-day option), practical tools (shared language + reflection prompts + team agreements), and a recap with recommended next steps.
Optional add-on: leadership session on modeling culture shift + a follow-up integration session (30–60 days later). -
A practical workshop to help your team name what they do best and learn how to work together more effectively because of it. We use CliftonStrengths® as a shared language for communication, collaboration, and trust: how each person contributes, what support they need, where misunderstandings happen, and how to intentionally partner across differences.
Ideal for new teams, leadership transitions, team merges, or anytime you want clearer roles, stronger relationships, and a more strengths-based culture.Optional add-on: strengths-based team agreements (communication norms, decision-making, and “how we work best together”).
Participants complete the CliftonStrengths assessment in advance (or we can coordinate as part of the engagement). -
A yearly reset designed to strengthen alignment, connection, and culture—so your team doesn’t just “get through” the year, but actually builds sustainable ways of working together.
We’ll center joy, somatic care, and relational skills (communication, boundaries, feedback, repair) alongside real strategy and priorities.
Includes: pre-retreat intake (survey/interviews), custom agenda + facilitation, team agreements + next steps, and a post-retreat summary with tools.
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The first few days set the tone. If onboarding is rushed or inconsistent, it shows up later as confusion, disconnection, and slower ramp-up. I help you build an onboarding experience that’s clear, human, and inclusive—especially in remote or fast-moving environments.
I can serve as the bridge between new employees and managers, so new hires feel supported, expectations are explicit, and teams don’t lose momentum.
Sample options: onboarding roadmap design, manager scripts + templates, live onboarding sessions, and monthly/quarterly onboarding cohorts for new hires. -
For teams that feel stretched, scattered, or unclear—especially after a change. We’ll create role clarity, decision-making agreements, meeting norms, and a practical 30–60 day plan so the team can move forward with less friction and more focus.
Includes: light assessment, facilitated sessions, team agreements, action plan + tools. -
When teams merge or structures shift, unspoken norms collide. This engagement supports integration after mergers, reorgs, or leadership transitions—helping teams rebuild trust, reduce friction, and create shared ways of working that actually hold.
Includes: facilitated integration sessions, team agreements, conflict/repair support (non-clinical), and a simple culture playbook. -
Human-centered support for employees navigating layoffs or role transitions. This cohort blends structure, skill-building, and nervous-system care so people can stabilize, clarify next steps, and move forward with dignity.
Includes: weekly sessions + toolkits (narrative, LinkedIn, outreach, routines), optional 1:1 intensives, and a clear next-step plan. -
If your needs don’t fit neatly into a package, we can design a scope that does. I offer customized engagements for organizations that want support across culture, change, and people systems—without generic solutions.
Examples: leadership offsites, manager training series, onboarding redesign, team agreements, meeting culture rebuild, or ongoing advising during a transition.
Formats: one-time projects, quarterly engagements, or a monthly retainer.
The KOM Impact Approach
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We get clear on what matters and what will move the work forward. That means aligning priorities, roles, decision-making, communication norms, and systems so your team can collaborate effectively and follow through—especially during times of change.
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Workplace culture is shaped by what leaders practice, prioritize, and make possible—not just what an organization says it values. I help leadership teams build the awareness, capacity, and systems needed to respond thoughtfully under pressure, work in greater alignment with their colleagues, and create healthier, more sustainable conditions for everyone. This is especially critical in mission-driven organizations, where the pursuit of impact cannot come at the expense of the people and communities carrying the work.
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This is where “culture work” becomes real. We design ways of working that are community-centered and liberatory—moving away from scarcity, urgency, individualism, perfectionism, and competition, and toward shared ownership, clarity, care, and accountability. We want concrete practices, not just good intentions. And not performative culture work, but real shifts you can feel day-to-day.
Meet the Founder
Why partner with Katt?
I bring lived experience and cross-sector leadership to this work. I’ve partnered across tech, federal consulting, nonprofits, education, fundraising, finance, community development, and government agencies—supporting teams that are remote, hybrid, and in-person, including cross-cultural, multi-location teams of many sizes. I know what it looks like when values, systems, and reality collide—and I’m skilled at translating big ideals into practical structures, shared agreements, and sustainable rhythms that help teams do meaningful work under real pressure. I help teams build culture that holds—especially when things are shifting.
Learn more about me → here
How We Work Together
This is where we do the work—retreat facilitation, workshops, onboarding support, leadership development, or transition care. My style is equal parts warm and direct: we build trust while also making decisions, creating agreements, and moving things forward. Nervous-system-aware practices are woven into the work so it is sustainable, not just intense.
You’ll receive a clean summary of what we aligned on, plus practical tools your team can keep using—team agreements, templates, scripts, routines, or an implementation plan. If you want continued support, we can add a lightweight follow-through (office hours, coaching, quarterly resets, or a short retainer) so momentum doesn’t fade once the calendar invite ends.
I translate your goals into a clear engagement plan that respects your team and your operations. Depending on the scope, I may use a short intake survey and/or stakeholder interviews to understand where alignment is strong and where the friction lives. Then I design a tailored agenda or program with outcomes, rhythm, and deliverables.
Step 1: DiscoveryA grounded, strategic first conversation with the right stakeholders. We’ll name what’s happening, what success would look like, and what constraints we’re working within (capacity, timeline, team dynamics). You’ll leave with clarity on whether we’re a fit—and the most supportive next step.
Step 2: DesignStep 4: Tools + Handoff + SustainStep 3: DeliverLet’s talk about what your team needs right now.
Share what your organization is navigating, and I’ll follow up with a recommended starting point and a clear proposal.