Culture Crunch.

Work With Me

Ways to work with me.

Every organisation I work with starts somewhere different. Some need a partner for the long haul. Some need one leader coached, one team aligned, or an honest read on where the culture actually is. Each of these is a complete piece of work. Several of them are also how my longest partnerships began.

You work with me. Not a bench, not a brand.

The offer

Five ways in, from a single conversation to a share of my week.

  1. Executive coaching

    Individual coaching blocks for executives and senior leaders, from a handful of sessions around a specific challenge to sustained engagements. I currently coach at COO level. IECL-accredited, grounded in 25 years of sitting where your executives sit.

  2. Leadership 360 and debrief

    A 360 assessment and a proper debrief – not a report handed over, a development conversation that lands. Instrument matched to the question: Hogan HLF and 360, The Leadership Circle Profile, Triple Goal Leadership Growth Profile, Genos EI, Saville Wave. For individuals, executive teams, or leadership cohorts, with T1/T2 re-measurement when you want progress evidenced.

  3. Executive team session or offsite

    Culture and strategy in one room: what the strategy needs from the culture, where the team’s own dynamics help or hinder, and the working agreements that change how the organisation experiences its leadership.

  4. Leadership development cohorts

    Designed, delivered and evaluated cohort programs – emotional intelligence, accountability, the conversations leaders defer. Built on your frameworks and your real scenarios, embedded through practice rhythms between sessions. I’ve built these for cohorts from eight leaders to the top 100 of a tier-one contractor.

  5. Fractional Head of OD – the retained partnership

    The deepest way to work with me: a share of my week, for 12 to 36 months. Culture strategy, OD and talent strategy, assessment, leadership development and delivery – the work a strong Head of OD does, without the full-time seat. This is the engagement the rest of the site describes, and it’s deliberately limited: I hold two or three of these at a time.

The fit

Who the retained partnership suits.

The retained partnership – a share of my week over 12 to 36 months – goes well when three things are true.

  • The chief executive genuinely owns the culture – it isn’t delegated two layers down.
  • The leadership team is willing to look at its own shadow first, before asking their teams to change.
  • The organisation can commit to a rhythm over time, not an intensive burst before an audit or accreditation deadline.

The entry engagements carry a lighter bar: a real leader with a real challenge, and a sponsor who cares. If that’s you – in care and human services, or in construction, resources, tech and professional services – that’s enough to start.

The conversation

It starts with an email, and it stays honest.

Write to me about where your culture is and what you’re carrying. I’ll reply personally – no handoffs, nothing automated. We’ll talk about your reality: your sites, your leaders, your last engagement survey, what’s been tried. Then we’ll both decide whether this is a fit. If I’m full, I’ll tell you and we can talk about timing. If I’m not the right person, I’ll tell you that too, and point you somewhere better.

Start a conversation

An email to me, not a funnel. campbell@culturecrunch.io