Organization development and change leadership, on a monthly retainer
Steady support for the messy middle of change.
Catalyzing Change provides embedded, part-time organization development leadership on a monthly retainer, so your leaders and teams have a steady partner while the work takes hold. We walk alongside you through the messy middle, and we leave behind tools and structures your team keeps using after we step back.
Assess structure, workload, roles, processes, and decision-making, then set priorities and make practical improvements.
Strengthen trust, belonging, psychological safety, feedback, and working relationships across teams.
Coach leaders, equip managers, facilitate alignment, and clarify responsibilities and working agreements.
Assess readiness, engage stakeholders, support communication and adoption, and turn strategic priorities into action.
Experienced organization development leadership starts within weeks, with no search, no long onboarding, and no full-time salary.
Organization development, executive coaching, and facilitation come together, so strategy, team practice, and leaders’ own growth move at the same time.
We get to know your people and history well enough to be useful, and we stay far enough outside to name what is hard to say from within.
Every partnership leaves behind tools, structures, and internal owners, so progress continues after we step back.
When the setup is broken, capable people struggle. We fix the conditions so your people can bring their best selves to work.
Each level reserves a set amount of our time every month, so you know what you are getting and we can plan around your priorities. All partnerships run a minimum of six months, because change needs time to take hold.
Best for: One team, one priority, or keeping a new strategic plan on track.
Best for: An organization-wide change, a leadership transition, or several connected priorities.
Best for: A complex restructuring or a culture effort across the whole organization.
Levels are starting points. Investment is confirmed during scoping, based on the capacity and focus your organization needs.
The first four to six weeks are for discovery: interviews, a review of what already exists, and time inside the work. What we learn sets the first quarter’s priorities.
A scope of work names focus areas, deliverables, success measures, milestones, and reserved monthly capacity.
Monthly priorities check-ins keep the work aligned. When needs shift, we adjust scope together at agreed checkpoints.
Quarterly progress reviews show your leadership team and board what has moved and what comes next.
As the partnership closes, tools, structures, and ownership transfer to your internal leaders, so the work keeps going.
Led strategic planning from stakeholder interviews through a strategic planning day.
ResultA full strategic plan with pillars, goals, a future organization structure, new revenue streams, and three-year financial projections, plus an executive version for the President’s Office.
Built the school network’s first leadership development framework in four months.
ResultValues-based competencies, performance rubrics, and coaching tools rolled out to 75+ staff in a 100+ staff network. The school brought us back to train about 30 managers who evaluate staff, and still uses the framework today.
Redesigned board governance and infrastructure.
ResultUpdated bylaws and governance documents, scorecards for the board chair and members, a formal executive director evaluation process, onboarding and offboarding protocols, and a board retreat that set priorities for year one of the new strategic plan.
Delivered a year-long, organization-wide leadership development series.
ResultFour in-person sessions for groups of about 30, each reinforced with individual and group coaching so the learning carried into daily work.
Every fractional partnership is led by Christina Scott, MSOD, PMP, ACC, Founder and Chief Catalyst of Catalyzing Change, with support from our team as the work requires. Christina brings more than 15 years of experience in organization development, change management, and leadership coaching across nonprofits, education, philanthropy, and government.
Before founding Catalyzing Change, she led national stakeholder engagement for a federal grant program serving 5,000+ participants and launched a DC government agency’s first training department for 700+ employees. Clients get one partner who knows their people and their history.
Start with a 30-minute conversation. From there, four to six weeks of listening shape a scope built around your priorities.
We build the systems that make that true, and we stay long enough to see them work. If your organization is in the middle of a change, let’s talk about what kind of support would help.