When culture matters but no one truly owns it, organisations drift.

HR is doing what it must. Leaders are under pressure. Operations are loud.
And culture becomes the thing everyone agrees is important… but no one has the mandate, authority, or space to steward end-to-end.

A Fractional Culture Partner exists for exactly this moment.

This is senior, strategic culture leadership, embedded alongside CEOs, senior leaders and HR, focused on clarity, alignment and momentum where it actually counts: leadership behaviour, decisions, and systems.

Not programmes.
Not posters.
And not HR by another name.

 

What this partnership actually provides

Think of this as having an experienced culture lead inside your organisation, without the overhead or permanence of a full-time role.

As a Fractional Culture Partner, I work with leaders, not in place of them, to:

  • Read culture signals early, before they harden into burnout, exits, or mistrust
  • Make sense of competing narratives, pressure points, and “noise”
  • Translate culture insight directly into leadership behaviour and decision-making
  • Support leaders to hold culture with more confidence and coherence
  • Keep culture work moving when internal ownership or capacity is thin

This is not advisory-from-a-distance.
It’s visible, embedded stewardship, grounded in real organisational life.

The decision risk leaders are already carrying

Most organisations don’t ignore culture deliberately.
They misread it or act too late.

Common patterns I see:

  • Early culture signals dismissed as “noise” until they become performance issues
  • HR positioned as the culture owner without the authority to shift leadership behaviour
  • Leaders making operational decisions without understanding their cultural cost
  • Good intent eroded by pace, pressure, and misalignment

A Fractional Culture Partner reduces this risk by helping leaders see the system they’re leading, while they’re leading it.

Our Signature Sessions

Energising, practical workshops that move you from insight to action.

Listening

Carefully designed culture pulses. Thoughtful questions that surface patterns, not noise. Attention to both data and nuance

Strengths Boost

Instead of only fixing what’s broken, this session helps teams use their existing strengths to close gaps and boost performance. It’s about sparking momentum by building on what already works

Culture Sprint

A short, focused reset that realigns values, refreshes team norms, and gets everyone moving in sync. Perfect for teams wanting a burst of energy and clarity to propel them forward.

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Why Most Culture Shifts Stall

What can we do for YOU?

We specialise in untangling areas like communication, technology, and workloads, through human-centered methods that are actually kinda fun.

Here's some past requests we've helped untangle...

47 Employees
We have quite a hybrid workforce and it just seems a bit disconnected at the moment.  There's so many forms of communication in the organisation, it's a bit of a nightmare.  How do we create more of a community and create more cohesion with teams?

18 Employees
We're a small team delivering a high volume of work but our systems suck!  We have about 15 different systems and none of them talk to each other.  Help!

53 Employees
People are feeling completely overloaded and leadership have suggested stress management training but I'm not sure this is going to fix the issue.  How can we deliver a budget-friendly solution that suits everyone?

Why us

Are your organisational values failing your people? 

What leaders see from our work

"I've seen and felt the shift in the leadership team. It hasn't just been positivity, it's been pragmatism, that's showing up with their teams and the work they're delivering"

Senior Leader

Iwi

How this differs from Culture & Leadership Acceleration

Both offerings matter. They do different work.

Culture & Leadership Acceleration creates movement — focused insight, alignment and momentum over a defined period.

Fractional Culture Partnership sustains that movement when things become complex, pressured, or politically charged.

In simple terms:

Acceleration creates change.
Partnership helps leaders hold it.

What this is not
(by design)

This partnership is not a fit for organisations looking to:

  • Outsource culture so leadership doesn’t have to engage
  • “Lift morale” without changing how decisions are made
  • Ask HR to carry culture without senior backing
  • Treat culture as separate from leadership behaviour

Culture stewardship requires leadership willingness.
Without that, this work stalls, and I won’t pretend otherwise.

That selectivity protects the work, and it protects you.

Where HR fits in this model

This work does not replace HR.
It strengthens it.

By giving culture senior-level stewardship, HR is no longer expected to:

  • Carry what they don’t control
  • Translate leadership intent alone
  • Absorb organisational tension without support

HR becomes a true partner in a clearer system — not the default holder of everything “people-shaped”.

What leaders value most

Senior leaders often say the biggest value is this:

“Finally having someone who can see the whole system, and say the thing we’re all sensing, but not naming.”

 

That’s the work.

Naming patterns early.
Reducing reactivity.
Supporting better leadership conversations before problems escalate.

Is this for you?

This partnership is likely right if:

  • You’re a CEO or senior leader without a dedicated culture role
  • HR capacity exists, but culture leadership does not
  • You want thoughtful challenge, not just reassurance
  • You value long-term clarity over short-term fixes
  • You understand that culture and leadership are inseparable

If you’re looking for a packaged solution or a quick fix, this won’t be it.
If you’re looking for grounded partnership and sustained momentum, it might be exactly right.

When Clarity Matters

I intentionally take on a small number of Fractional Culture Partnerships at any one time.

This work requires presence, trust, and continuity, not volume.

If you've been quietly (or loudly) nodding while reading, I’m always open to a conversation.

Contact me, Sheryl Jensen, for a grounded discussion about what’s really happening in your organisation, and whether partnership makes sense.