Clients

Why libraries keep calling back

It usually starts with one question from a director. For four of the six libraries below, that question led to a second contract.

Library partners

Salt Lake City Public Library

Repeat partner2021–2024

Asked for

An independent look at how HR was structured, staffed, and measured, ahead of selecting a new HR information system.

Delivered

An HR assessment benchmarked against peer libraries, followed by a time study and RACI to clarify responsibilities across the team, and leadership coaching. We then managed the library's HRIS initiative and advised the executive team through a leadership transition.

Result

One assessment led to nearly three years of support across HR, technology, and leadership.

Sacramento Public Library

Repeat partner2022–2025

Asked for

A new executive director, arriving near the end of a three-year realignment, wanted an outside view of how the organization, its culture, and HR were working.

Delivered

An environmental scan and SWOT, a culture assessment built on interviews and a staff survey, HR benchmarking, leadership 360s, and a recommendations report with a roadmap. Two years later, about 50 managers and supervisors completed four days of cohort training in difficult conversations and accountability.

Result

A clear read on the organization, followed by the skills supervisors needed to act on it.

Sarasota County Libraries

Repeat partner2020–2026

Asked for

After a stretch of change, a review of structure and practices before adding more one-off initiatives.

Delivered

An operations assessment, benchmarking, recommendations, and a project plan with follow-up check-ins. The partnership expanded into a managers' retreat, a StrengthsFinder workshop, a service excellence program, and several staff development days.

Result

An assessment that grew into ongoing staff development.

Somerset County Library System

Repeat partner2023–2025

Asked for

A leadership team ready for a new organizational structure.

Delivered

Success profiles for the restructured leadership roles, 360 assessments for the leaders filling them, and executive coaching through the transition. A year later, staff workshops on difficult conversations, accountability, and customer experience.

Result

Defined roles, leaders supported in growing into them, and a return visit focused on staff.

Sonoma County Library

Employee handbook2026

Asked for

A complete handbook for more than 300 represented staff and the unrepresented team, bringing together policies spread across SharePoint, service bulletins, and long-standing practice.

Delivered

A policy inventory and gap analysis, a union contract crosswalk, a policy hierarchy separating handbook content from standalone policies, and a California-aligned handbook prepared for legal review, meet-and-confer, and Commission approval.

Beyond libraries

American Red Cross, Los Angeles Region

Leadership development2022–2023

Asked for

A regional program alongside the national leadership program, preparing emerging leaders to compete for national selection and own their career growth.

Delivered

Curriculum design, workshop facilitation, and participant coaching for more than a year, anchored in the organization's leadership competencies.

Chick-fil-A franchise

Leadership development2022

Asked for

A path to prepare frontline managers for senior roles.

Designed and launched

An emerging leaders program built on a custom competency model. It combined in-person sessions, online modules on servant leadership, change management, and coaching, 360 assessments with individual coaching, group coaching, and action learning projects pitched to franchise leadership.

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