Services | Jerry W. Washington, Ed.D.

Five formats

Five ways the practice enters an organization.

The rate reflects the value of the decision, not the hours spent. Every engagement carries a written scope and, above the mentorship package, a signed agreement. Ordered from smallest commitment to largest.

Executive Brief

From $3,500 · 1–2 hours, remote

A customized briefing on how meaning gaps show up in your organization's high-stakes coordination. Includes a 30-minute discovery call, a 60- to 90-minute presentation, Q&A, and three moves your leadership can install in the next 30 days. Common triggers: AI adoption, leadership transition, new legislation, budget compression. Best for senior leadership teams, cabinet-level groups, board working sessions.

Mentorship Package

$2,400 flat · 8 sessions

Eight sessions over three to six months. $300 refunded per session not held. For the emerging leader who wants a senior sounding board through a defined stretch of work: a first executive role, a doctoral proposal, a career pivot. Book a discovery call to see whether the fit is right.

Readiness Workshop

From $5,000 · Half-day, full-day, or 10-week pilot

Scenario-based facilitated workshop for senior leaders. Pre-work, framework training, self-assessment, and one repair protocol your team can install on Monday. Frames the pressure your team is under, whether AI adoption, restructuring, or a policy shift, and builds shared language for it. School boards, college cabinets, workforce-board committees, philanthropy leadership.

Readiness Diagnostic

From $7,500 · 4–6 weeks

Structured assessment. Stakeholder interviews, current tool and process mapping, governance evaluation, team meaning-risk profiling. Delivers a scored report with three-tier recommendations your team can act on quarterly. Applies first to AI adoption, the most common request, and to any decision cycle where the vocabulary is moving faster than the coordination.

Fractional Readiness Advisor

$4,000–$6,000/month · 3–6 months

Standing senior advisor role. Monthly strategy sessions, office hours, policy review, written briefs, portfolio reviews. For mid-size districts, community college systems, and regional workforce boards during a defined stretch of change: AI rollout, superintendent transition, accreditation cycle, workforce-plan rewrite.

Who this is for

Four kinds of leaders this practice works with.

K–12 districts

Superintendents, chiefs of academics, PD leaders, board chairs. Common openings: new AI adoption, curriculum shifts, leadership transitions, accreditation cycles.

Community colleges

Presidents, VPs of workforce or academic affairs, deans of continuing education, board chairs. Common openings: workforce-plan rewrites, adjunct-to-full-time shifts, AI adoption, accreditation.

Workforce boards & veteran-service orgs

Executive directors, program VPs, policy directors, board chairs. Common openings: federal funding cycles, program redesigns, evaluation frameworks, AI in delivery.

L&D and OD practitioners

Chiefs of learning, org development leads, culture teams in organizations of 100–1,000 staff. Common openings: change fatigue, communication misfires, AI enablement stalls, culture drift.

For conveners

If you open your space, this practice will help you name what is happening in it.

If you host a cohort, a fellowship, a certificate program, a monthly reading group of principals or superintendents — this practice comes to work alongside you. I have done this work with alumni networks, foundations, and continuing-education units at universities.

The newsletter is a place of record when a piece belongs on the shelf. The classroom is a place a diagnosis turns into a repeatable cohort. The advisory is a place a broker's introduction becomes a working relationship.

For the method behind the diagnosis, read What Do You Mean? The Research Behind the Question. A 131-source scoping review, a four-phase model of how meaning breaks and gets restored, and the closed-loop gap every team runs into.

Reply and describe what you are building. The shape of the collaboration gets set in the conversation: from a one-time editorial placement to an ongoing partnership through the network you already run.

Start a conversation Email the practice

How the work runs

Four things every engagement carries.

1. A written scope before the invoice

Every engagement above the mentorship package starts with a written scope agreed by both parties. No expanding brief, no scope creep priced after the fact.

2. A named decision the work is designed to serve

Every engagement is scoped around one or more decisions your team is about to make. If the decision is not clear, the discovery call is where we name it before anything else gets built.

3. A specific deliverable at the end

Executive Brief ends with three named moves. Diagnostic ends with a scored report with tiered recommendations. Workshop ends with one installed protocol. Fractional Advisor delivers monthly briefs.

4. A written closeout

Every engagement ends with a written closeout naming what was done, what got installed, and what remains open. The closeout is yours to circulate internally.