Leadership grounded in humanity.
Psychology-informed advisory for founders, executives, and mission-driven teams navigating growth, change, culture, and complexity.
Built for leaders carrying real weight.
- Founders and CEOs navigating growth, transition, or strategic reset.
- Mission-driven leadership teams that need culture and strategy to move together.
- Behavioral health, education, human-service, and community-rooted organizations.
- Black-led, BIPOC-led, and values-driven organizations building with cultural integrity.
- Leaders responsible for helping teams adopt AI without losing trust, dignity, or human judgment.
Named plainly, worked strategically.
Six ways to work together.
Resolve one high-priority leadership, team, or organizational question that has stalled.
1–3 weeks
- Structured pre-work and problem framing
- A 90-minute to half-day facilitated intensive
- Executive synthesis of what surfaced
- A decision map and action plan with named owners
Best fit: A founder, CEO, executive director, clinical leader, or people and learning lead carrying one decision that keeps getting deferred.
Identify the leadership, culture, workflow, change, and capability conditions actually affecting performance.
4–6 weeks · first findings within 10 business days
- Sponsor alignment and document review
- Three to eight stakeholder interviews
- A targeted organizational survey
- Synthesis and a live executive readout
- A prioritized 90-day roadmap
Best fit: Organizations that know something is not working but do not yet agree on what it is.
Design and support a defined leadership, culture, learning, operating, or change priority through to adoption.
8–12 weeks
- Discovery and solution design
- An engagement charter with named success measures
- Build and implementation support
- Executive Clarity Updates written as decision documents, not activity reports
- A close-out report with sustainment guidance
Best fit: A priority that already has an owner and a deadline, and needs both design and follow-through.
Ongoing executive thought partnership and implementation support, with priorities that move as the organization does.
3, 6, or 12 months
- A standing executive cadence with the sponsor
- Quarterly priorities co-developed and reviewed for impact
- Implementation oversight between sessions
- Board or leadership briefings as needed
Best fit: A leader who needs a thinking partner over time rather than a project with an end date.
Build leadership identity, psychological safety, communication, and values-aligned action across a team.
3–8 weeks including discovery, design, delivery, and evaluation
- Sponsor discovery and objective setting
- A participant pre-survey
- Custom program design for your context, not a stock curriculum
- Live or virtual delivery
- Post-survey and an insight brief for the sponsor
Best fit: Teams that need shared language and repeatable practice, not a keynote.
Psychology-informed, non-clinical coaching and performance support for teams working under sustained pressure.
Ongoing, by agreement
- Pooled one-to-one sessions your people draw from
- Team office hours
- Optional leadership labs
- Priority scheduling
- Aggregate-only reporting to the sponsor
Best fit: Organizations that want to support individuals without the sponsor ever receiving individual information.
Non-clinical. This is coaching and performance support, not psychotherapy, diagnosis, or treatment.
Every engagement is scoped to the problem rather than sold from a menu. Timelines above reflect typical ranges; scope, cadence, and investment are agreed together before any proposal is written — and before you are asked to commit to anything. How we contract, handle your data, and use AI →
The experience behind the advisory.
professionals reached through a leadership curriculum Dr. Vance redesigned, with engagement up 25%.
facilitation sessions delivered each year, virtual and in person.
affiliated organizations reached in a national trauma-informed transformation with Boys & Girls Clubs of America.
rise in team connectedness from a culture diagnostic he designed and led, with 100% participation.
favorable participant ratings across corporate leadership facilitation.
Figures reflect a decade of Dr. Vance’s professional work across corporate, nonprofit, and academic settings, including leadership and organizational roles at a global professional services firm. They inform the ClearMinds advisory practice. For measured outcomes from a ClearMinds engagement, read the case study →
How it starts.
Request a conversation. A focused call to understand your context and question.
Receive a shaped proposal. Scope, cadence, outcomes, and pricing defined before work begins.
Begin the work. Structured engagement with clear checkpoints.
SELECTED WORK
A behavioral health organization (name withheld) — Served as fractional senior advisor to the chief executive and leadership team across a multi-phase engagement, driving leadership change at three levels: the founder, the team, and the organization’s approach to change itself. The work began with a needs assessment and grew to include a custom-designed facilitator guide and training, 1:1 executive coaching for the founder, a full-day on-site leadership facilitation, and a pre- and post-training survey to measure impact, alongside brand foundation and a Giving Tuesday development campaign. Read the full case study →
Corporate facilitation at scale. Over several years, Dr. Vance delivered leadership facilitation, virtual and in person, to partners at a global professional services firm, including a keynote for a firm-wide milestone.
An independent notary and mobile-signing business (name withheld) — Business coaching for a founder from idea to launch: helping them get clear on what they wanted to build, then guiding them through a brand narrative, defined goals, a working business model, and launch-ready operations, and equipping them with the tools to run it herself.
Engagement specifics and references are shared in advisory conversations, with client permission.
“The team has been talking about the training for days, and they never talk about that. They truly enjoyed all the energy and knowledge you shared, at the individual and the team level. It also helped me understand the areas I can focus on as a leader.”
Dr. T · Founder & Chief Executive Officer, behavioral health organization — after a full-day leadership training
What advisory is not.
Advisory is not psychotherapy. Advisory does not involve diagnosis or treatment. Advisory is not a substitute for clinical care. Advisory does not generate psychotherapy records or protected clinical treatment relationships. ClearMinds does not provide generic motivational talks or performative culture work.
Bring the real question.
Every engagement is scoped and priced in a written proposal after a short, no-pressure conversation.
Request an Advisory Conversation