What It Does
Skyline provides a structured way to surface how people across the organization understand its identity, direction, and priorities. It makes abstract cultural signals visible and usable. Leaders use Skyline to compare the current state of alignment against the intended future then define what must change to close the gap. The result is clarity of purpose, renewed coherence, and increased traction across departments, missions, and strategy cycles.
How It Works
Skyline engagements run in 30-day cycles and follow three phases:
Uncover
Participants reflect on visual prompts to describe the organization’s current culture. They define which values, behaviors, or narratives feel present, and which are missing. This process surfaces real-time perceptions of direction, cohesion, and confidence.
Construct
Groups map their aspirational culture using the Skyline framework. They articulate what needs to shift to move from the current to future state. The process produces visual alignment around what matters most and where each function fits into the broader picture.
Elevate
Leaders use the completed Skyline as a reference point in planning, decision-making, and communication. Organizations revisit the image at set intervals to assess whether progress holds, and which elements need reinforcement.
Where It Fits
🗸 Use Skyline when an organization enters a new strategy cycle, but employees lack a clear picture of what success looks like or how they contribute to it.
🗸 Use it when recent growth, restructuring, or turnover has fragmented internal alignment and weakened a shared sense of identity.
🗸 Use it when leadership invests in new messaging or transformation efforts, but the vision remains abstract or inconsistently applied.
🗸 Use it when well-intentioned initiatives compete for attention without a cohesive framework that guides prioritization and tradeoffs.
🗸 Use it when an agency’s public mission is clear, but the internal culture lacks the same precision or confidence.
What It Delivers
A visual and narrative articulation of the organization’s current and desired cultural identity
A structured reference point for aligning decisions, messaging, and resource planning
Increased ownership and engagement through participation in defining the future state
A clear framework for identifying what internal behaviors and signals must evolve
A repeatable process for cultural reflection that supports leadership visibility and decision clarity
Ready to Begin
Select the most urgent condition affecting delivery. Start a 30-day cycle that produces actionable insight, tested agreements, and measurable traction.