Capacity Building

Tidal Water Consulting partners with mission-driven organizations to strengthen culture, accountability, and relationships through restorative practices. Rather than delivering a traditional, consultant-led assessment, our approach builds internal capacity so that your organization can lead, sustain, and evolve restorative culture over time. This engagement supports you in forming a Restorative Culture Team (RCT) that will guide a participatory assessment and develop a practical, organization-owned action plan.

Goals

  • Build internal leadership capacity for restorative culture change
  • Conduct a participatory, organization-wide culture assessment
  • Develop a shared understanding of strengths, gaps, and opportunities
  • Create a clear, actionable roadmap for implementation

Our Approach

We work with your team to ensure long-term impact. Our process is grounded in:

  • Sustainable, internally owned change 
  • Shared decision-making
  • Relationship-centered leadership
  • Inclusive participation and voice

Facilitated Process

Phase 1: Formation & Alignment (Introductions)

  • Identify and convene a Restorative Culture Team
  • Establish purpose, roles, and working agreements
  • Introduce restorative leadership principles

Outcome: A committed, aligned internal team ready to lead the work

Phase 2: Trust & Capacity Building

  • Training in restorative practices and facilitation
  • Introduction to assessment tools and frameworks
  • Guidance on interviews, circles, and surveys

Outcome: Team equipped with skills and tools to conduct the assessment

Phase 3a: Participatory Assessment

  • Listening circles
  • Staff and stakeholder interviews
  • Culture survey
  • Document and policy review

Outcome: Organization-wide input gathered with a focus on strengths, challenges, and opportunities 

Phase 3b: Collective Sensemaking

  • Guided reflection on findings
  • Identification of key themes and patterns
  • Exploration of root causes and system dynamics

Outcome: Shared understanding of current culture and challenges

Phase 4: Action Planning

  • Define 3–5 strategic priorities
  • Develop clear, actionable steps
  • Assign ownership and timelines

Outcome: Practical, organization-owned roadmap for culture change