RiceCo Consulting & Facilitation
Support for the people, relationships, and systems carrying your mission.
Organizational challenges often involve more than one person, team, or process.
RiceCo partners with mission-driven organizations to understand what is happening, hear different perspectives, and develop practical responses to the challenges affecting leadership, employee experience, and organizational life.
Engagements begin with listening. Together, we clarify the purpose of the work, identify an appropriate scope, and determine what would make the partnership useful.
Areas of Support
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Support for leaders and managers navigating responsibility, change, and the everyday demands of leading people.
Engagements may include individual development, supervisor learning, leadership workshops, or facilitated reflection on real workplace situations. The focus is on strengthening judgment, communication, role clarity, and the ability to lead with intention.
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Structured opportunities for teams to examine how they work together, address challenges, and develop shared understanding.
Through listening, guided discussion, and practical exercises, teams can clarify expectations, explore differences, improve coordination, and agree on ways to move forward.
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A collaborative examination of the conditions affecting employee development, participation, and decisions to stay.
Engagements may explore supervisor practices, employee feedback, stay interviews, onboarding, development opportunities, and workforce partnerships. Findings inform priorities and actions suited to the organization’s resources and context.
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Thoughtful approaches to understanding how people experience their organization.
Depending on the purpose and scope, work may include interviews, listening sessions, employee or stakeholder surveys, document review, and facilitated interpretation of findings. Confidentiality, reporting practices, and the intended use of information are established during planning.
Deliverables may include a summary of themes, a facilitated discussion of findings, and recommendations for next steps.
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Support for examining the everyday conditions that influence whether people feel able to ask questions, raise concerns, acknowledge mistakes, and contribute different perspectives.
Engagements may include leadership learning, team conversations, reflection on organizational practices, and development of shared expectations for communication and follow-through.
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Facilitated processes that help boards and leadership teams clarify priorities, examine organizational needs, and establish direction.
Work may include planning conversations, stakeholder input, leadership and governance alignment, and development of practical goals and responsibilities. The process connects reflection with decisions, ownership, and next steps.
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Support for organizations seeking clearer opportunities for employee learning, advancement, and continued contribution.
Engagements may include examining current development pathways, identifying barriers to participation, exploring education or community partnerships, and aligning workforce development with organizational needs.
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An examination of how working conditions, leadership practices, and organizational expectations affect employees’ ability to sustain their work.
Engagements may explore workload, role clarity, communication, support, recovery opportunities, and access to resources. The focus includes organizational responsibilities alongside individual practices.
How We Begin
We start with a conversation about your organization, what you are noticing, and what you hope to understand or change.
If there is a fit, we develop a proposed scope that outlines the purpose, approach, deliverables, timeline, and investment. The work may involve a focused engagement or a longer partnership, depending on your needs.
Investment