CONSULTING

Consulting with Elk Willow Consulting is more than receiving advice or a set of recommendations. It is a collaborative process designed to help organizations understand where they are, clarify where they want to go, and build the leadership capacity, strategic direction, and practical systems needed to move forward with confidence.

This consulting service is especially helpful for school authorities, district leadership teams, school-based administrators, boards, nonprofit organizations, and community partners who want to strengthen leadership practice, improve organizational coherence, and create shared direction. Support may include leadership team facilitation, strategic planning, governance support, role clarification, staff consultation, community engagement, leadership coaching, professional learning design, decision-making processes, and support for navigating difficult or emerging issues.

Elk Willow Consulting brings a relational, research-informed, and practical approach to organizational leadership. We begin by carefully listening to the organization's context, priorities, tensions, and aspirations. From there, we help leaders examine patterns, surface assumptions, clarify values, identify strengths, and determine what needs attention. This process creates space for more intentional leadership decisions and helps teams move from reactive problem-solving toward purposeful, strategic action.

Organizational leadership support often focuses on building the conditions that allow people to work well together. This may include strengthening trust, clarifying communication, developing shared language, improving meeting structures, aligning leadership roles, supporting change processes, and creating routines that help teams stay focused on what matters most. The goal is not to impose a generic model of leadership, but to work with each organization’s unique context, people, culture, and goals.

Through this work, leaders are supported in making sense of complexity, building stronger relationships, communicating more clearly, and creating systems that support meaningful improvement. Elk Willow Consulting helps organizations develop leadership capacity that is sustainable, responsive, and grounded in the realities of practice. Whether an organization is preparing for change, strengthening a leadership team, clarifying its next strategic direction, or working through a challenging issue, organizational leadership support helps leaders move forward with wisdom, coherence, and confidence.

Organizational Leadership Support

Organizational leadership support from Elk Willow Consulting is designed for leaders, leadership teams, boards, and organizations seeking greater clarity, alignment, and confidence in their work. Educational organizations and public-sector systems are increasingly navigating complexity, shifting expectations, public accountability, leadership transitions, staff capacity challenges, and the need to make strategic decisions in uncertain conditions. Elk Willow Consulting supports leaders in slowing the noise, understanding the system they are working within, and identifying practical ways forward.

System Implementation Support

System implementation support through Elk Willow Consulting helps organizations move from vision, policy, strategy, or initiative design into meaningful action. Many organizations have strong plans, promising ideas, and well-developed priorities, but implementation often becomes challenging when the work moves into daily practice. Leaders may encounter competing demands, unclear roles, uneven understanding, staff fatigue, communication gaps, limited capacity, or difficulty translating broad goals into concrete next steps. Elk Willow Consulting supports organizations in bridging the gap between intention and impact.

This consulting service is designed for educational systems, school authorities, leadership teams, government partners, nonprofit organizations, and community-based organizations that are implementing strategic plans, new programs, curriculum changes, assessment practices, instructional priorities, governance directions, leadership frameworks, or organizational improvement initiatives. Support may include implementation planning, professional learning design, facilitation, stakeholder engagement, progress monitoring, communication planning, leadership capacity building, and the development of practical tools that help people understand and enact the work.

Elk Willow Consulting approaches implementation as a learning process, not simply a compliance task. Effective implementation requires more than introducing a new document, delivering a presentation, or assigning tasks. It requires shared understanding, coherent communication, leadership alignment, attention to local context, and opportunities for people to make meaning of the change. We help organizations identify what needs to be implemented, who needs to be involved, what supports are required, what barriers may emerge, and how progress will be understood over time.

A key part of system implementation support is helping leaders create the conditions for sustainable change. This may involve clarifying the initiative's purpose, identifying early actions, building implementation timelines, designing professional learning sessions, creating feedback loops, supporting school- or team-based planning, and developing communication strategies that connect the work to the organization’s larger vision. The process is customized to each client's needs and designed to be practical, flexible, and responsive.

Elk Willow Consulting helps organizations turn strategic priorities into shared practice. Through thoughtful facilitation, planning, and capacity building, we support leaders and teams to move from fragmented efforts to aligned action. The result is implementation work that is clearer, more manageable, and more likely to create lasting improvement for the people and communities the organization serves.

Stories from the Field

Change doesn’t happen in isolation — it happens in conversation, in planning rooms, in board offices, and in classrooms. My consulting work is about walking alongside systems and communities to reimagine what’s possible and to build practical, lasting pathways toward that vision.

These Field Notes offer a glimpse into real moments of practice where strategy met possibility. They’re stories of systems evolving, teams aligning around shared purpose, and communities designing new ways forward together.

- Stories From The Field -
Organizational Leadership Support

- Field Notes -

Aligning Resources to Serve Every School

The Challenge

A large rural Canadian school district was facing significant tension around how its financial resources were distributed. The existing allocation model had unintentionally created “have” and “have-not” schools, where some communities had access to enriched opportunities while others struggled with fewer resources. The lack of a clear, transparent process left principals, staff, and families frustrated, and trust in the system was eroding. The board wanted to know whether the problem was one of insufficient funding or whether the issue was structural in how funds were allocated.

The Solution

I began by engaging deeply with all voices across the system. District staff provided their technical perspective, principals shared the day-to-day realities of resource gaps, and community leaders brought forward the broader impact on families. I then worked closely with the Chief Financial Officer and Human Resources Lead to analyze current practices. Together, we mapped the flow of funds, identified inequities, and surfaced the points where decisions were most unclear.

Instead of layering new funding onto a broken model, we co-designed a new budget process that started from the district’s mission, vision, and priorities. This approach aligned dollars with values, rather than with historical patterns or unspoken assumptions. Transparency was built in at every stage, so leaders and communities could see how and why decisions were made. Importantly, the process invited collaboration rather than competition, creating a space for principals and district leaders to see themselves as partners in shaping a sustainable future.

The Impact

The outcome was more than a new budget model — it was a cultural shift. Students across all schools gained access to learning opportunities that had previously been out of reach, creating greater equity throughout the district. Principals and staff reported feeling more supported in their roles, with clearer alignment between their needs and the district’s resourcing. For the board, the new process offered confidence that every dollar was advancing the priorities they had set for the system.

What began as a problem of financial frustration became an opportunity to strengthen trust, build transparency, and re-anchor resources in the district’s shared vision. By working collaboratively through the challenge, the district not only found a solution within its existing funding but also laid the foundation for a more equitable and effective system for years to come.

- Field Notes -

Redefining Vision to Reignite Purpose

The Challenge

Three sister schools in South America, founded through a partnership between local communities and an international NGO, had been operating successfully for two decades. They were created to address urgent educational needs and had fulfilled that founding mission well. However, twenty years later, the schools were struggling. The context had changed — the communities had evolved, new societal challenges had emerged, and the original mission, vision, and priorities no longer fit the realities they faced.

This misalignment had significant consequences. Performance was declining, staff motivation was waning, and families were disengaging. Without a clear, shared sense of purpose to guide decisions and practices, the schools were adrift. Leadership recognized the need for change but was unsure how to move forward in a way that would honour their history while building a sustainable future.

The Solution

I was brought in to guide the schools through a process of rediscovering and redefining their mission and vision. The first step was deep listening — engaging with the full range of voices connected to the schools: staff, students, parents, local community leaders, and representatives from partner countries. Each group brought a unique perspective on the schools’ past achievements, present challenges, and future possibilities.

Through structured dialogue sessions, design conversations, and collaborative workshops, we created space for these diverse stakeholders to imagine what the next chapter could look like. Rather than imposing a vision from the top down, we built it from the ground up — ensuring that the new mission, vision, and priorities were rooted in the aspirations of those who would live them.

The Impact

The result was transformative. The process itself rebuilt trust and rekindled a sense of shared ownership. The new mission and vision statements, co-created through this inclusive approach, captured the school’s renewed purpose and clarified the direction for the next 20 years.

Staff who had been disengaged began to see their roles in a new light, re-energized by a collective commitment to the future. Families and community members, once distant, returned as active partners in the schools’ work. Most importantly, the schools regained a strategic anchor — a clear set of priorities that informed decisions about programming, pedagogy, partnerships, and growth.

What began as a story of drift and disconnection became one of renewal and alignment. By helping the schools reimagine their purpose, the leadership was able to transform apathy into action and chart a new course grounded in shared vision and possibility.

- Field Notes -

Rebuilding Leadership Structures Amid Policy Change

The Challenge

A sudden change in government brought sweeping new mandates that disrupted established ways of operating for an international company focused on sourcing plant-based food products. The company had been working successfully with local producers and distributing to global markets, but the new regulatory environment left them in a state of limbo. Long-standing processes were no longer viable, relationships with stakeholders were strained, and there was deep uncertainty about how to move forward.

The leadership team recognized that adapting to this new reality required more than policy compliance — it required rethinking their structures for decision-making, communication, and collaboration. They needed a path that would meet new legislative requirements while still honouring the interests of local farmers, local governance bodies, and international shareholders.

The Solution

I was brought in to help the organization navigate this period of disruption and design a new way forward. Our first step was to understand the full scope of the change. Together, we engaged directly with government officials to clarify the new legislative expectations, build relationships, and seek areas of shared interest.

From there, I facilitated a series of strategy sessions with leadership and stakeholders to map the organizational landscape and identify where existing structures and practices no longer served the new context. Through collaborative dialogue, we surfaced the tensions between local and global priorities — and, crucially, we found common ground around a shared commitment to supporting farmers.

This point of alignment became the cornerstone of the redesigned leadership structures and communication systems. Decision-making processes were restructured to center on this shared purpose, communication channels were re-established to ensure transparency and trust among all partners, and collaborative practices were embedded into the organization’s culture to sustain adaptive thinking going forward.

The Impact

The outcome was more than operational compliance — it was a strategic renewal. By reorienting leadership structures around shared values and a common purpose, the company regained its ability to act decisively in a changed environment. Relationships with government and local producers were strengthened, allowing the company to open new markets for plant-based food sources, which benefited both local farmers and international stakeholders.

This case illustrates how leadership, when rooted in collaboration and shared purpose, can transform disruption into opportunity. What began as a challenge triggered by policy change became a catalyst for designing more adaptive systems — systems capable of navigating complexity and sustaining impact well into the future.

- Stories From The Field -
System Implementation Support

- Field Notes -

Implementing Outcomes-Based Assessment to Empower Learners

The Challenge

A mid-sized Canadian school division set out to shift from traditional grading practices to outcomes-based assessment — a change essential for modernizing teaching and learning but often fraught with complexity. Leaders knew the shift would require more than new report cards; it demanded a fundamental rethinking of how assessment functions in classrooms, how learning is communicated, and how students, staff, and families engage in the process.

The division faced three central challenges: building leadership capacity to guide the change, creating the conditions for system-wide support among staff, students, and parents, and fostering efficacy at every level so that all partners felt capable of contributing to the transformation.

The Solution

I partnered with the division over two years to design and guide a comprehensive implementation strategy. We began by working with system and school leaders to deepen their understanding of outcomes-based practices and strengthen their capacity to lead the shift. Together, we identified the essential conditions for success — from communication strategies to collaborative structures — and built a roadmap that engaged the entire community.

Professional learning for teachers focused on designing tasks and environments that position students as active participants in assessment. Students learned how to talk about their learning, use evidence to show what they know, understand, and can do, and build agency over their progress. At the same time, parents were invited into the conversation through targeted communication and engagement opportunities that clarified their role as partners.

The Impact

After two years, classrooms across the division were transformed. Assessment conversations centered on students and their learning, with students confidently articulating their progress and next steps. Teachers reported a deeper sense of efficacy and clarity in their assessment practices, and parents expressed appreciation for the transparency and meaningfulness of the new approach.

What began as a technical change in reporting evolved into a cultural shift in how learning was understood, supported, and celebrated — building a stronger, more empowered learning community.

- Field Notes -

Rebuilding Collaborative Systems in a Post-Pandemic Workplace

The Challenge

In the wake of the COVID-19 pandemic, an oil and gas company found itself struggling with fragmented teams and frayed communication. Employees were unsure how to collaborate effectively, responsibilities often overlapped or were unclear, and misunderstandings impeded progress. Innovation and efficiency suffered as people reverted to working in silos.

The leadership team recognized that restoring effective collaboration required more than a return to pre-pandemic practices — it demanded intentional work to rebuild relationships, clarify structures, and foster a culture of creativity and shared purpose.

The Solution

I worked with the organization to co-design a professional learning and coaching framework that would rebuild the collaborative foundation of the company. We began with facilitated conversations to surface challenges, clarify roles, and establish norms for communication and decision-making.

From there, we created cross-functional groups tasked with re-imagining workflows and exploring innovative approaches to project management. Coaching and team development sessions built trust, strengthened communication skills, and equipped teams with strategies to manage complexity collaboratively.

The Impact

The results were significant. Teams reported improved clarity around roles and expectations, communication became more transparent and effective, and collaboration was re-established as a cultural norm. Projects advanced more smoothly and creatively, and the organization regained its capacity for innovation.

By redesigning collaborative structures and supporting teams through coaching and learning, the company was able to turn post-pandemic disruption into an opportunity to build a stronger, more adaptive organizational culture.

- Field Notes -

Restoring Public Trust Through Stakeholder Engagement

The Challenge

Public trust in education systems declined sharply in the aftermath of COVID-19, leaving many communities disconnected from their schools and uncertain about what was happening in classrooms. Several school districts sought support to rebuild relationships with families, community members, and other stakeholders, and to create meaningful ways for the public to engage with and understand the work of schools.

The Solution

I collaborated with boards and central office teams to design and facilitate stakeholder engagement processes that went beyond surface-level consultation. These sessions brought together diverse voices — parents, community leaders, educators, and students — to share perspectives, ask questions, and shape priorities for the future.

At the same time, I supported district leaders in aligning internal structures and communication systems to ensure cohesion and clarity. This internal alignment was key to presenting a unified message and delivering on the commitments made during engagement.

The Impact

The result was a noticeable shift in public perception and participation. Families and community members gained a deeper understanding of what happens in schools and felt their voices were heard and valued. Boards and central teams reported stronger alignment and a renewed sense of shared purpose in delivering quality learning experiences.

Most importantly, students benefited from systems that were more cohesive, transparent, and focused on empowering them as learners. Through authentic engagement and collaborative system design, districts were able to rebuild trust and strengthen the partnership between schools and their communities.

Let’s Create Meaningful Change Together

Connect with Elk Willow Consulting to explore how we can help your organization grow, innovate, and thrive.

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ABOUT CONSULTING

COLLABORATIONS

TESTIMONIALS

Wayne Poncia

Former School and District Administrator and CEO of Hāpara

Adelee and Elk Willow Consulting are knowledgeable about current trends and needs in education – with particular expertise in the needs of Alberta and Canadian teachers, schools and districts. They are quick to recognize and understand the needs of their school district and government clients and collaborative in the creation of customized plans for school improvement and teacher growth. Data savvy and current in educational practices, coaching and digital learning, Adelee leads a consulting organization that realizes impact for children and teachers.

Mary Lynne R. Campbell ICD.D

Former Superintendent of Schools/CEO, Sturgeon Public Schools

Sturgeon Public Schools is privileged to count Adelee as a partner in our relentless pursuit of Student Achievement. Whether she is working with our Learning Coaches, teaching a master class on Understanding by Design, delivering a keynote address or mentoring new instructional leaders, Adelee models integrity, builds authentic relationships and demonstrates tremendous acuity. She is a valued colleague and we are thankful for the opportunities we have to work with and learn from Adelee.

Ken Sampson

Superintendent of Schools, Holy Spirit Roman Catholic Separate School Division

There are few people whose collaborative approach, interpersonal relationship skills and coaching abilities converge at a point where growth can be maximized. Adelee is one such person. She is a solutions-focused and resourceful professional whose diversified professional experiences have cultivated undeniable credibility in the realm of educational leadership. Her thoughtful and personal approach to everyone she meets endear her to many.

Call Us

CONSULTING

Organizational Leadership Support

System Implementation Support

Stories from the Field

- Stories From The Field - Organizational Leadership Support

- Field Notes -

Aligning Resources to Serve Every School

- Field Notes -

Redefining Vision to Reignite Purpose

- Field Notes -

Rebuilding Leadership Structures Amid Policy Change

- Stories From The Field - System Implementation Support

- Field Notes -

Implementing Outcomes-Based Assessment to Empower Learners

- Field Notes -

Rebuilding Collaborative Systems in a Post-Pandemic Workplace

- Field Notes -

Restoring Public Trust Through Stakeholder Engagement

Let’s Create Meaningful Change Together

ABOUT CONSULTING

COLLABORATIONS

TESTIMONIALS

Wayne Poncia

Former School and District Administrator and CEO of Hāpara

Mary Lynne R. Campbell ICD.D

Former Superintendent of Schools/CEO, Sturgeon Public Schools

Ken Sampson

Superintendent of Schools, Holy Spirit Roman Catholic Separate School Division

Contact

- Stories From The Field -
Organizational Leadership Support

- Stories From The Field -
System Implementation Support