Living Above Disorder Stop Managing Change. Start Stabilizing It.Request a Proposal →
Organizational Transformation
We don't manage change.
We stabilize what drives it.
At Living Above Disorder Consulting, we go beneath the surface, addressing the root causes of instability, misalignment, and leadership breakdown so your organization doesn't just survive transition. It emerges stronger, clearer, and built to last.
Executive Stabilization Culture Reset Mid-Manager Recovery Crisis Response Leadership Development
Request a Proposal → Find the right engagement ↓
Certified NYC/NYS M/WBE  ·  PASSPort registered  ·  NYC DOE Vendor  ·  Confidential from the first conversation
How We Work The LAD Framework Grounded in science. Shaped by practice. Built for your reality.
L
Leadership
Leadership begins with the individual and extends outward. We develop engagement, credibility, and behavior change across every level, from individual contributors to the executive suite.
A
Alignment
We foster interconnectedness and cohesion through the continuous integration of values, vision, people, strategy, and processes, so the whole organization moves as one.
D
Delivery
We prioritize execution with flexibility, building systems where meaningful communication, feedback, and improvement happen alongside innovation and progress.
Hands stopping a domino effect, organizational stabilization
Our Engagements Tailored interventions.
Lasting organizational health.
01
Engagement 01 High-Stakes Crisis + Executive Advisory Emergency Stabilization + Business Continuity Some situations require more than a strategy. They require someone who can walk into complexity, read what's actually happening beneath the surface, and help leadership take quick, decisive action under pressure to stabilize, and get out. This is that engagement.
Signs you may need this engagement
—Organizational breakdown or executive failure —Compliance exposure or corrective action requirements —Operational instability threatening business continuity —High-risk transitions: rapid growth, risk of closure —Urgent, complex leadership or cultural crises
What becomes possible
✓Immediate stabilization without sacrificing long-term health ✓Leadership that can make decisions under pressure and mean them ✓An organization that recovers, and recovers with integrity ✓A clear path forward that people can actually follow ✓Strategic continuity that doesn't lose sight of the people driving it
Engagement includes
Executive Advisory Targeted Intervention + Corrective Action Response Accelerated Strategic Planning for Recovery Ongoing Monitoring + Strategic Guidance
Scope and timeline are set on the scoping call  ·  Monthly retainer available Request Crisis Advisory → We respond within one business day. Confidential from the first call.
✓Phase one stands on its own. Within the first 30 days you receive a written stabilization and continuity plan that is yours to keep, whether or not you continue.✓After phase one, the retainer runs month to month with 30 days notice.✓NDA available before you share details.
Not ready for a proposal? Talk with Frederica for 15 minutes.
Weigh it against what is at stake For a midsize nonprofit facing federal findings, corrective action plans resolved every finding and protected $3M in grant funding. Read how: Building a Culture That Holds → How the engagement opensFirst, executive advisory and triageThen, targeted intervention and corrective action responseThen, accelerated strategic planning, followed by ongoing monitoring
02
Engagement 02 Leadership & Culture Reset Executive Stabilization + Organizational Alignment It is clear that something is wrong but it is not always clear where the issues lie. Leadership is inconsistent, culture is fraying, and the organization is losing its footing. This engagement is built to identify the places of fracture and fix them before it all falls apart.
Signs you may need this engagement
—Executive instability or leadership fragmentation —Culture collapse or organizational misalignment —Rapid growth or major restructuring —Communication breakdowns at the leadership level —Misalignment across teams, departments, or functions
What becomes possible
✓Leaders who know how to show up, and do ✓An organization that speaks a common language ✓Culture that holds under pressure, not just in calm ✓Accountability that lives in behavior, not just policy ✓Clarity about where you are and where you're going
Engagement includes
Leadership Coaching + Assessment Operational Mapping Conflict + Culture Analysis Culture Stabilization Roadmap Leadership + Team Development
Three ways to reset
Most complete Transform 9 to 12 months The whole organization, from the executive suite to the front line. ✓Everything in Expand✓Organization wide professional development✓Policy and process alignment✓Monthly monitoring debriefs✓End of engagement impact report
Expand 6 to 9 months The executive team and the managers who carry the culture. ✓Everything in Align✓Roadmap implementation with the leadership team✓Leadership and team development for managers✓Quarterly progress reviews
Align About 3 months The executive team. ✓Leadership assessment and coaching for senior leaders✓Operational mapping✓Conflict and culture analysis✓Culture Stabilization Roadmap
Every tier begins with the same UnCovery phase, so you can move up without starting over.
Duration: 3 to 12 months  ·  Three engagement tiers Start Your Culture Reset → Choose your tier on a scoping call. Every tier begins with the same assessment.
✓Every tier opens with leadership assessment and operational mapping. Stop after that phase and you keep the findings.✓Move up a tier within 90 days and what you have already paid applies.✓Coaching conversations stay confidential.
Compare the three tiers with Frederica in 15 minutes.
What a reset makes possible In a large school community in leadership crisis, a five year partnership kept students first: academic performance held through the turbulence. In a midsize nonprofit, internal conflict dropped 25%. Read Finishing With Integrity →
03
Engagement 03 Mid-Manager Recovery & Department Stabilization Team Alignment + Communication Repair Your managers are holding more than they were built to hold. They are absorbing pressure from above, managing strain from below, and running out of capacity to do either well. This engagement is built for the people in the middle, and for the teams who depend on them.
Signs you may need this engagement
—Manager burnout and capacity strain —Communication breakdowns across departments —Departmental fragmentation or persistently low morale —Leadership inconsistency at the team level —Operational strain spreading across multiple teams
What becomes possible
✓Managers who lead with confidence, not just compliance ✓Teams that communicate because they trust, not because they have to ✓Departments that function even when things are hard ✓A leadership layer that strengthens the whole organization ✓Resilience that is built in, not bolted on
Engagement includes
Mid-Manager Stabilization Program Team Intervention + Development Communication Systems Development Department Resilience Mapping
Duration: 3 to 12 months  ·  Three engagement tiers available Start With One Department → Pilot with one team. Expand when you see it working.
✓Your Department Resilience Map, delivered within the first 45 days, is yours to keep.✓Add departments only after the first one shows results.✓Month to month after the first phase, with 30 days notice.
Talk through your managers' situation in 15 minutes.
Proof from the middle layer At a municipal public health agency under public scrutiny, a tiered Leadership Academy moved managers from authoritarian to authoritative leadership. Read Leaders Under Pressure → Weigh it against what it costs to replace one burned out manager and rebuild the team they leave behind.
Common Questions What you need to know
before we begin
Can we combine engagement packages?
Yes. Many organizations benefit from a combination of engagement types depending on where the strain is most acute. We'll work with you to design a response that meets your organization's specific reality, not a template. Let's talk about what that looks like for you.
Do you offer services in change management?
Yes. Organizations navigating transition or active change initiatives often need intervention that carries them through the peaks, valleys, and the transfer of change, not just a plan. We provide the human and operational support that makes change stick.
What makes LAD different from traditional change management?
LAD goes deeper. We address the root causes of hidden and explicit disorder that destabilize change before, during, and after initiatives. These forces often exist beneath the surface, creating structural soft spots that cause change projects to fail. Our goal is not to replace change management, but to ensure your organization is stable enough to make change last.
Do you offer Leadership Development programs?
Yes. We design custom leadership development programs tailored to your organization's culture, leadership gaps, and strategic goals. No off-the-shelf curriculum. Every program is built around your people and your specific context.
Can we add on other services and develop our own training programs with tailored content?
Absolutely. When we meet, be sure to mention how you want to customize the engagement. Every organization is different, and the work should reflect that.
Design My Engagement → Tell us what is happening. We send back a scoped proposal within five business days.
LAD Ready to Begin Your organization is already telling you what it needs. Let's listen, and act. You already know your organization has what it takes. What it needs right now is the conditions to let that show: the clarity, the alignment, the human infrastructure. That's what we build together. Phase one plan is yours to keep  ·  Month to month after phase one  ·  NDA available
Certified NYC/NYS M/WBE  ·  PASSPort registered  ·  NYC DOE Vendor
Living Above Disorder livingabovedisorder.com  ·  liveabove@livingabovedisorder.org  ·  646.203.2427