Culture lives in the founder’s head.
People rely on access to one person to understand expectations.
JORDAN WELLNESS / THE CULTURE PRACTICEA culture people can describe.
Fractional Chief People Officer
A culture people can describe.
A company that lives it.
For business leaders who need clearer expectations, more consistent managers, and values that show up in the way work gets done.
Work directly with Anthony Jordan · Defined scope · Custom proposal
Anthony JordanFounder, Jordan WellnessMeet your partner →
THREE WAYS TO WORK TOGETHER
Choose the level of support you need.
A defined project to clarify your culture, an implementation phase, or continuing people leadership. Final scope is agreed in writing.
| Engagement | Best starting need | Duration | Core deliverables | Investment |
|---|---|---|---|---|
| Culture Foundation | Make a new or unwritten culture explicit. | 30 days | Draft Culture Charter, Culture Friction Map and a prioritized 90-day roadmap. | Fixed-scope project quote |
| Culture Reset | Turn values into consistent manager practices and team routines. | 90 days | Foundation, two manager labs, trials of two routines and leadership reviews. | Fixed-scope project quote |
| Fractional CPO Partnership | Maintain the people agenda alongside your founder or leadership team. | Ongoing | Agreed roadmap, leadership sessions, manager practice and monthly reviews. | Custom monthly retainer |
All options require a tailored proposal. Ongoing leadership has defined capacity and response windows; it is not unlimited access. Foundation is included in Reset and is scoped separately for a continuing partnership if needed.
CULTURE FOUNDATION / ILLUSTRATIVE SEQUENCE
A first month with a clear purpose.
An illustrative sequence for Culture Foundation. Your proposal confirms timing, participants and scope; this roadmap adds no sessions or deliverables to the offer.
- DAYS 1–7
Align on the priority
Sponsor kickoff, review of agreed materials, and a listening plan with clear boundaries.
- DAYS 8–14
Listen for friction
Up to six structured conversations with agreed stakeholders to understand expectations, decisions and habits.
- DAYS 15–21
Put culture into words
One leadership working session and draft Culture Charter and Culture Friction Map.
- DAYS 22–30
Agree what happens next
A prioritized 90-day roadmap and closing review with owners for the next steps.
Your culture is already taking shape.
Every promotion, missed handoff, meeting, and difficult conversation teaches people how this company works. We help you make those signals intentional—and give leaders a practical way to maintain them.
Managers create different experiences.
Feedback, workload, accountability, and support change from team to team.
The business has outgrown its habits.
Hiring and growth have moved faster than leadership routines.
The values sound right. Daily work feels different.
Your stated expectations need a visible place in decisions and behavior.
THE LEADERSHIP ROLE
A people leader in the work with you.
A fractional Chief People Officer provides a defined share of senior people leadership. Together, we connect your business priorities to the way you lead, organize, develop, and support your people.
Jordan Wellness leads the agreed culture and people roadmap, facilitates leadership decisions, builds practical tools, and reviews implementation with your team. Your written agreement defines decision authority, leadership capacity, meeting access, delivery responsibilities, and how we work with existing HR and operational partners.
- A named executive sponsor and a shared people agenda
- Clear owners for leadership decisions and implementation
- A regular working cadence and a visible progress review
THE CULTURE PRACTICE
Promise. Practice. Evidence.
Our working method makes culture specific enough to use on a busy Tuesday.
Name what matters.
Choose a small set of values tied to the business you are building. Describe what each asks of leaders and employees.
Build it into the work.
Translate each value into observable behaviors, manager conversations, decision rules, and team routines.
Review what people experience.
Look at agreed signals and employee feedback. Identify what changed, what is still difficult, and the next adjustment.
You leave with a culture your team can use.
Culture Charter
A concise agreement describing what your organization stands for, what those values look like, and what leaders commit to model.
Culture Friction Map
A view of where expectations, decisions, handoffs, or manager practices create avoidable confusion.
Manager Field Guide
Practical expectations and conversation tools for feedback, workload, recognition, conflict, and follow-through.
Decision & Ownership Map
A clear record of who decides, who contributes, who acts, and when an issue moves to another level.
Culture Practice Log
A short record of the changes you tried, who owns them, the evidence reviewed, and the next decision.
Culture Scorecard
A small set of agreed operating and experience signals, with a baseline, review date, and owner.
What a culture commitment looks like in practice
| If your value is… | Then a leader does… | And you review… |
|---|---|---|
| Respect | Discusses workload trade-offs before adding another priority. | Whether priorities and capacity were clarified in regular check-ins. |
| Ownership | Names the decision owner and confirms the next action. | Follow-through on agreed actions and unresolved decisions. |
| Growth | Makes feedback specific and agrees a practice opportunity. | Whether feedback conversations and agreed follow-ups happened. |
Examples only. Measures and targets are agreed for your organization; activity counts alone do not establish cultural change.
YOUR FIRST CULTURE MOVE
Where would you start?
Choose the situation closest to your business. Get a practical first move and a suggested engagement. Your selection stays on this page until you choose to include it in a proposal request.
Your first move will appear here.
Three ways to begin.
Choose a defined project or a continuing leadership partnership. We confirm the right scope and capacity before you commit.
Culture Foundation
30 days · defined project
For a new company, a first leadership team, or a business whose culture has never been made explicit.
- One sponsor kickoff and a review of agreed existing materials
- Up to six structured stakeholder conversations
- One leadership working session
- Draft Culture Charter and Culture Friction Map
- A prioritized 90-day roadmap and closing review
Proposed starting scope. Additional teams, locations, listening sessions, and languages are scoped in the proposal.
Request a Foundation proposal →Culture Reset
90 days · implementation partnership
For organizations with inconsistent management, unclear expectations, or a gap between values and daily experience.
- Culture Foundation work as the starting phase
- Two manager practice labs on agreed priorities
- Design and trial of two team routines
- A Manager Field Guide and Decision & Ownership Map
- Three monthly leadership reviews with a Culture Practice Log and scorecard
The Foundation phase is included, not a separate required purchase. Implementation capacity and participating manager group are agreed before launch.
Request a Reset proposal →Fractional CPO Partnership
Ongoing · monthly retainer
For a business that needs a continuing people leadership partner alongside its CEO, founder, or executive team.
- An agreed people roadmap and named executive sponsor
- Two leadership working sessions each month
- One manager practice lab each month
- Monthly culture scorecard and implementation review
- A defined block of advisory time and agreed response windows
Proposed starting cadence. Monthly hours, meeting access, employee contact, internal ownership, and additional delivery are specified in the agreement. Foundation work is scoped separately if needed.
Discuss a fractional CPO partnership →Investment with a defined scope.
Foundation and Reset are quoted as fixed-scope projects. The Fractional CPO Partnership is quoted as a monthly retainer. Your proposal states the total fee, delivery capacity, schedule, payment terms, cancellation terms, and responsibilities before work begins.
Submitting an inquiry does not reserve capacity, create an executive appointment, or begin billing.
A working rhythm that keeps culture moving.
Listen & align
Agree the business priority, who needs to be heard, the decision owners, and the boundaries of the work.
Build & rehearse
Create the charter and leadership tools. Practice the conversations and decisions your managers actually face.
Try & review
Put agreed routines into use. Review evidence with leaders, share appropriate themes, and make the next adjustment.
Measure the experience. Review the operating habits.
Start with a baseline and a short list of useful signals. Examples include onboarding clarity, manager check-in consistency, decision follow-through, employee feedback themes, and participation in agreed practices.
We agree measures your organization can maintain. Targets are set after the baseline; retention, revenue, and engagement improvements are not guaranteed.
A good fit when leadership is ready to participate.
The work needs an executive sponsor, access to agreed information, time for leaders to practice, and internal owners who can carry changes forward. It can support a founder-led company, a growing organization, or an existing HR team that needs a partner on culture and leadership.
A clear leadership mandate.
This offering focuses on culture, people strategy, manager development, and implementation. Payroll processing, benefits administration, recruiting execution, formal investigations, legal advice, and clinical services are outside the standard scope. Existing specialists retain their responsibilities; any added service requires a separate agreement.
Before we work together
What will it cost?
Foundation and Reset are quoted as fixed-scope projects. The Fractional CPO Partnership is quoted as a monthly retainer. Your proposal confirms fees, delivery capacity, timing, payment and cancellation terms, and responsibilities before work begins.
What access and capacity are included?
The proposal defines hours, sessions, employee contact and agreed response windows. The offering does not promise unlimited availability or replace the employer’s responsibilities.
How is team information handled?
Before listening begins, we agree participation, information access, confidentiality limits and reporting rules. Small teams are not promised anonymity; reporting is tailored to context and agreed scope.
Do we need an HR department?
No. We can work with a founder or leadership team, or alongside an existing HR team. The proposal identifies who owns day-to-day people administration and which decisions remain with the employer.
Can you help us build culture from the beginning?
Yes. Culture Foundation is designed to make your expectations and leadership commitments explicit before growth makes them harder to maintain.
What if our culture has drifted?
We begin by identifying specific gaps between stated expectations and daily experience. Culture Reset then supports agreed changes to manager practice, decisions, and team routines.
Will employees have a voice?
Yes, where employee listening is included in the agreed scope. We define participation, confidentiality limits, access to input, and reporting rules before collecting it.
Is there a guaranteed result or instant turnaround?
No. The engagement delivers defined leadership work, tools, practice, and review. Outcomes depend on the organization, leadership participation, and follow-through.
What happens after the project?
You receive the agreed materials and ownership plan. We can discuss ongoing fractional leadership or targeted support. Continuation, renewal, and exit terms are confirmed in writing.
Let’s talk about your culture.
Share your team size, the main challenge, and your timing. We will explore the right next step.
Request a Culture Discovery Call →Build the company you want people to experience.
Tell us where the culture stands today, what is changing, and what you want your leaders to do differently.
Request a culture leadership proposal →Culture Clarity Check
Not ready for a proposal? Start with eight questions.
Eight questions. A clearer conversation about how your business works.
Culture Clarity Check →No email required. Your answers stay in this page and are not sent with your discovery request. Refreshing or leaving clears them.