Advisory for the question your leadership team keeps stepping around.
Dr. Vance works with founders, executives, and the teams around them as a thinking partner and facilitator. Most arrive with a problem they have already met about more than once. The work starts by naming what those meetings kept avoiding.
Two years ago I sat in a routine meeting. Everyone logged on and exchanged pleasantries. Updates were given. The same deadlines were repeated. Near the end, the leader reminded everyone what needed to be accomplished, and of course people nodded. No one asked a question. No one challenged the direction. No one named what they personally owned next.
I have seen that meeting on repeat across organizations. Leaders often read silence as alignment. Sometimes the silence means something entirely different: people have learned their perspective will not change the decision, so the real conversation moves to the meeting after the meeting. The leader leaves believing the team is aligned. Everyone else leaves simply knowing what they have to do.
That gap is the work.
Built for leaders carrying real weight.
- Founders and CEOs in the middle of growth, a transition, or a 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.
What people actually bring.
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.
An ongoing executive thinking partner, with implementation support and 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 →
A BEHAVIORAL HEALTH LEADERSHIP TEAM, MEASURED BEFORE AND AFTER
rise in team connection and psychological safety (3.3 to 4.7 on a 5-point scale).
rise in leadership confidence (4.0 to 4.7).
of participants rated the tools directly applicable to their own leadership.
leaders across clinical and operational functions. Full completion.
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.
UrbanSeal Notary Co. Founder advisory from idea to operating company in six weeks: a Strategic Advisory Project covering business model and niche, brand identity, pricing and policies, launch-ready operations, and a first-90-days plan the founder runs herself. Read the full case study →
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