Build the Future

of Equitable Work with Us

We help organizations create structures & systems that support our humanity and our best work.

Icon White
Human Centered Practices Logos

Your Culture Depends on Structures

But it’s not enough to just put some in place. Structures, systems, and processes need to be Human-Centered.

Human Centered Practices Logos ()

So many organizations facing challenges have plenty of structures and systems, but if they’re not clear, consistent, or equitable, then they’re not designed to support people.

Often, systems are designed for productivity and profit, not for humans.

Others may build systems and structures based on best practices.

We build them based on values.

Why Organizations Seek Our Help

These are the most common challenges we hear from leaders.

"I feel stuck between choosing profitability or a healthy culture."

"We are growing so fast, I can't keep up with managing our culture."

"I want employees to embody our organization's values."

"Generational differences are causing conflicts."

"Our turnover is high. We need to retain talent."

"We just got the results of an equity audit and need direction and guidance."

"Our leaders need training, coaching, and professional development."

"My teams are all working in silos."

"We need to hire and create a culture that will retain employees."

The Patterns We Notice

We listen deeply to your challenges over the course of several 1:1 and small group meetings, so we can reflect back what we see at the root of your leadership, culture, and team challenges. Here are the most common:

Employees don’t know or aren’t working in alignment with the organization’s values.

Working without values-based competencies that can be applied to operations.

Unclear or undefined HR structures and policies

Lack of onboarding.

Growth expectations aren’t supported by Professional Development.

Meetings lack structure.

Employees aren’t sure how to give or receive feedback.

We ground our work in Human-Centered Practices

So the structures we build and the way we build them support humans and our full humanity.

“We’ve been so blessed to be able to partner with Leverage to Lead. They’ve been vital to our organization’s stability and future. Our work together came at a time when we needed help driving alignment with our values. Leverage to Lead brought the level of training and a path forward we needed, and in a way that included different perspectives and experiences.” 

Alison Brunner

CEO, Law Foundation of Silicon Valley

Our Clients

We’ve guided organizations from cultures of fear and conformity to ones that welcome our full humanity and leverage differences. Our tools empower organizations to engage with and benefit from diversity, not shy away from it.

LFSV
Google
World Savvy
Eden
Hannah Andersson Logo
O&G
GGNP
Lowell HS
Impact Fund
Arevon
global citizen year logo

We’ve worked across many industries, including:

  • Law Firms
  • Education Technology
  • Independent Schools
  • Environmental Justice
  • Renewable Energy
  • Software
  • Medical Technology
  • Retail
  • National Parks
  • Community Housing
  • Boards
  • Strategic Planning
  • Nonprofits
  • Religious Institutions
  • Arts

“As a remote team, it was a gift that Leverage to Lead helped us truly be able to listen to each other and put ourselves in our colleague’s shoes for the first time in a long time. I’ve noticed more empathy and active listening in meetings. There’s more openness and sharing. My hope for the future is that the groundwork we laid continues to grow. Leverage to Lead opened up a new world of collaboration possibilities for our team.”

Bridget S.

Eden I&R Inc.

Let’s talk about how human-centered structures can transform your organization.

Read Our Blog

Systems for Belonging

When we talk about equity, the conversation often centers around emotions—belonging, inclusion, and the sense of being seen and valued. And while these are crucial elements, equity work is also deeply practical. It’s about the systems we build that allow everyone to...

Reframing Goals: How Experiential Goals Create Belonging

Welcome to our series on reframing goals. In these articles, we share how our own process of setting and sharing goals has evolved, what we like about it so far, what stories we carry about meeting or missing goals, and why experiential goals are just as important as...

Evolving the Way We Change

Welcome to our series on Reframing Change. In these articles, we’ll reflect on our relationship with change, how we’ve been socialized to resist or embrace change, how change depends on self-trust, and how we can evolve the way we change. We also share how we made...

Making Friends with Change

Welcome to our series on Reframing Change. In these articles, we’ll reflect on our relationship with change, how we’ve been socialized to resist or embrace change, how change depends on self-trust, and how we can evolve the way we change. We also share how we made...

Getting to the Root of Burnout

Conversations about employee burnout are numerous, but as we’re collectively seeking to relieve the symptoms–exhaustion, depersonalization, lack of enthusiasm–we’re not actually addressing the root causes. Burnout, we want to believe, can be fixed with a shorter work...

Reframing Our Beliefs about Money

We rarely talk about why and how we compensate employees. Organizations don’t explain their pay structure or how decisions about compensation get made. Nor do they tie compensation to their values or what employees need. This is, in part, an extension of our...

Why Affinity Groups Need Cultural Competency

If you’ve ever been part of an affinity group, you’ve seen how much diversity exists among people who share one identity marker. Opting into an affinity group can be a welcome relief, a place to be seen, where you don’t feel the need to explain yourself. But, like...

Our Team Onboarding Evolution

Welcome to our series on team onboarding, a practice at Leverage to Lead where we go beyond traditional onboarding and decide to evolve as a team, together, when a new colleague joins us.  A common challenge we see when helping organizations operationalize their...

Structures Built for Humanity 

Welcome to the third post in our blog series, Reframing Structure. In these four articles, we make structures visible so we can see their oppressive and nurturing components, explore how we try to use structures to eliminate discomfort, and describe ways we’re trying...

Belonging Doesn’t Solve for Discomfort

Sometimes work, including DEI work, is difficult. It’s always human and messy, but let’s be honest: there are times when work is unpleasant, draining, and frustrating. Even work we love. Because people aren’t perfect. There’s no solution to this part of being human.