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Deep work asks us to:
This level of transformation cannot be achieved solely through templated scopes of work or polished deliverables.
Everything we design is custom, contextual, responsive, and deeply thought through, crafted in partnership with the leaders and communities we serve.
Our Approach
Our approach blends the philosophical with the practical, integrating continuous improvement, systems thinking, neurolinguistic programming, and equity-centered leadership.
We begin with listening, immersing ourselves in the stories, relationships, and patterns that shape an organization’s current state.
Then, through partnership, we design pathways that:
We are not passive advisors; we are co-laborers in the work.
We accompany leaders from beginning to end, always grounded in the belief that transformation is possible when purpose is clear and community is strong.
Our Promise
At B², we don’t just consult—we cultivate.
We don’t just advise—we accompany.
And we don’t just build strategies—we help leaders develop capabilities and build systems that honor their values and sustain their vision.
Our promise is simple: We develop leaders who move systems…by shifting themselves first.
- Understand systems dynamics, not just symptoms
- Strengthen relationships and shared interests.
- Organize collective action that shifts institutional realities.
- Anchor every decision in the purpose for which we exist, individually and organizationally.
This level of transformation cannot be achieved solely through templated scopes of work or polished deliverables.
- We roll up our sleeves.
- We get proximate.
- We enter the weeds, the nuance, and the discomfort with curiosity.
- We lead with love, honor faith, and treat people like family.
- We build community, leverage collective wisdom, and root ourselves fully in the places and moments where our clients are navigating change.
- We learn, continuously, courageously, and alongside you, so that every step forward reflects not just expertise, but shared discovery and purpose.
Everything we design is custom, contextual, responsive, and deeply thought through, crafted in partnership with the leaders and communities we serve.
Our Approach
Our approach blends the philosophical with the practical, integrating continuous improvement, systems thinking, neurolinguistic programming, and equity-centered leadership.
We begin with listening, immersing ourselves in the stories, relationships, and patterns that shape an organization’s current state.
Then, through partnership, we design pathways that:
- Examine and redistribute power through shared leadership
- Define and rebuild trust across lines of difference.
- Assess and realign structures with purpose and values.
- Regenerate ecosystems so they can endure and flourish.
We are not passive advisors; we are co-laborers in the work.
We accompany leaders from beginning to end, always grounded in the belief that transformation is possible when purpose is clear and community is strong.
Our Promise
At B², we don’t just consult—we cultivate.
We don’t just advise—we accompany.
And we don’t just build strategies—we help leaders develop capabilities and build systems that honor their values and sustain their vision.
Our promise is simple: We develop leaders who move systems…by shifting themselves first.
At B², we hold a firm belief:
Real transformation requires deep work.
Not quick fixes.
Not one-and-done workshops.
Not surface-level commitments.
INDUSTRY
Program Transformation
Racial Equity Integration
Facilitation & Measurement Design
Nonprofit
CASE STUDY #1
SERVICE(S)
YEAR
Racial Equity Integration in a Nonprofit Fellowship Program
2022
B² Executive Coaching + Strategic Advising infused a multi-layered racial equity arc into the existing fellowship design. This included formal racial equity training, ongoing facilitated learning, program revision aligned to refined objectives, and a strengthened measurement and monitoring system. Participants also received structured support to translate equity principles into day-to-day leadership practices, ensuring racial equity complemented, rather than competed with, the organization’s mission.
THE APPROACH
A nationally respected fellowship program sought to integrate a racial equity lens without diluting its core mission or shifting away from its long-standing program identity. Leaders needed a strategy that honored the organization’s legacy, acknowledged contemporary inequities, and prepared participants to lead more equitably within their schools and systems.
THE CHALLENGE
- Leaders reported increased fluency and confidence in applying racial equity frameworks to their daily decision-making and measured impact.
- Program satisfaction rose, organizational reach broadened, and the partnership grew beyond the initial engagement, paving the way for long-term integration of racial equity into the organization’s signature programming.
QUANTIFIABLE OUTCOMES
Executive Team Coaching
Leadership Development
Strategy & Decision-Making Facilitation
2023
CASE STUDY #2
C-Suite Leadership Alignment Post-Acquisition
For-Profit
YEAR
SERVICE(S)
INDUSTRY
B² led a multi-year leadership development engagement that included executive retreats, structured strategy sessions, decision-making frameworks, adaptive/technical skill development, and individualized coaching for leaders managing high-stakes portfolios. The work strengthened cross-functional collaboration, clarified goals and operational commitments, and created routines for data-driven monitoring of progress through dashboards and measurable outcomes.
THE APPROACH
Following a significant acquisition, a newly formed C-suite needed to develop shared capabilities for decision-making, balancing competing priorities, building trust, managing change, and holding one another accountable to strategic outcomes. The team’s mandate was to stabilize culture, align around strategic imperatives, and drive companywide performance in a rapidly evolving environment.
THE CHALLENGE
- The C-suite increased its responsiveness to complex challenges, strengthened trust across the team, and established norms for timely, difficult conversations.
- Leaders operated with clarity around priorities, metrics, and expectations, fueling companywide progress toward strategic goals.
- The organization improved its ability to anticipate disruptions, course-correct quickly, and sustain a high-performing executive culture.
QUANTIFIABLE OUTCOMES
For-Profit
Strategic Planning Measurement System Design Cross-Functional Facilitation
2024
CASE STUDY #3
Strategic Measures Workshop for a Cross-Functional Leadership Team
YEAR
SERVICE(S)
INDUSTRY
B² facilitated a large-scale, cross-functional workshop during a company retreat, guiding leaders through real-time strategic goal setting. Participants clarified strategic imperatives, distinguished leading vs. lagging indicators, and identified the key activities and system capabilities needed to measure progress throughout the year. The session served both as capacity-building and as an immediate application.
THE APPROACH
More than 60 functional team leaders, many newly responsible for setting measurable goals, needed support to understand, design, and track strong leading and lagging indicators aligned to company-level strategic imperatives. The organization sought a unified measurement approach to ensure clarity, accountability, and consistency across teams.
THE CHALLENGE
- Teams left the retreat with indicator sets completed or near-finalized, tightly aligned with organizational strategy.
- Leaders gained confidence in measurement design and established a consistent monitoring structure.
- By year’s end, the company remained on track, meeting or exceeding many of the goals established during the workshop.
QUANTIFIABLE OUTCOMES
CASE STUDY #4
Independent School
DEI & Culture Transformation
Governance Redesign
Multi-Stakeholder Facilitation Professional Development
2025
Schoolwide Culture & Racial Justice Transformation
YEAR
SERVICE(S)
INDUSTRY
Year One centered on deep listening and multi-stakeholder engagement with faculty, staff, students, parents, and the board. This surfaced core truths, pain points, and shared aspirations, ultimately informing a bottom-up scope of work ratified by school leadership. Monthly professional development and coaching supported faculty and staff in examining beliefs, barriers, interpersonal dynamics, and governance practices. The work emphasized relational repair, racial justice grounding, power redistribution, and alignment between aspiration and action.
THE APPROACH
The school sought to strengthen its commitment to diversity, equity, inclusion, and belonging amid internal tensions, cultural fragmentation, and shifting external expectations. Leaders aimed to move beyond curriculum-level DEI to address governance practices, pedagogical approaches, interpersonal norms, and decision-making structures, ultimately reshaping the school’s culture and identity. They needed a thoughtful, multi-year roadmap that allowed them to “go slow to go fast.”
THE CHALLENGE
- The school has made substantial progress in rebuilding trust, strengthening staff capacity, and embedding DEI principles across governance, pedagogy, and culture.
- While the work is multi-year and ongoing, the institution is demonstrating measurable shifts in mindset, practice, and community engagement, and is steadily moving toward a more equitable, coherent, and values-aligned school culture.
