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Turn High-Stakes Change Into Sustainable Results

Fractional Organization Development support for healthcare and health tech leaders who are tired of initiatives that launch strong and quietly fade. I help you align people, process, and leadership so change actually sticks.

No vendors. No generic training. Just focused, senior-level OD support designed for complex healthcare environments.

When Change Doesn’t Stick, Everyone Feels It

You don’t have a shortage of strategy. You have a shortage of sustainable adoption.

If you recognize any of these, you’re not alone:

Strategic plans launch with energy… and quietly lose momentum within months.
Leaders say the right things in meetings but revert to old habits under pressure.
Teams are confused about what’s actually changing and why.
Engagement scores stall or dip during transformation efforts.
You’ve “tried this before” — new systems, restructures, initiatives — with limited visible impact.

In healthcare and health tech, you can’t afford change fatigue, misalignment, or slow adoption. You need execution that is repeatable, people-centered, and measurable.

Fractional OD Executive Support for Healthcare & Health Tech

I’m Dr. Amina James, Ed.D., a fractional Organization Development Executive specializing in healthcare and health tech.

I help organizations:

Engage their workforce and accelerate change adoption
Translate strategy into daily leadership behavior and clear expectations
Reduce disruption, turnover, and friction during transformation
I help organizations:
Build systems that support operational excellence, not just survive the next initiative

You get senior-level OD expertise — without adding permanent headcount.

The VECTOR System for Organizations™

Most change frameworks stop at communication plans and training. The VECTOR System goes further — it looks at the conditions that actually determine whether change will last.

We move through three focused phases:

Phase 1 – Diagnose

Uncover what’s really slowing adoption — across leadership, systems, and culture.

Phase 2 – Design

Co-create a practical change plan, leadership behaviors, and supporting systems tailored to your context.

Phase 3 – Drive

Reinforce new ways of working with coaching, routines, and scorecards so the change becomes the norm, not the exception.

In Phase 1- Diagnose, VECTOR assesses six critical dimensions:

Leadership Consistency – Are leaders modeling what they’re asking others to do?

Strategy Clarity – Is everyone clear on what’s changing and how success will be measured?

Communication Flow – Are messages timely, aligned, and two-way?

Feedback & Accountability – Do people know what “good” looks like — and get feedback on it?

Learning Systems – Are people given the skills and support needed to operate in the new reality?

Burnout & Resilience – Can your workforce absorb change without breaking?

What You Can Expect

When we work together, leaders stop pushing change uphill and start seeing tangible, organization-wide shifts.

For CEOs & COOs:

Faster, smoother execution on strategic priorities
Less time firefighting, more time steering the organization
Reduced friction across departments and clearer decision pathways

For CPOs, CHROs & People Leaders:

Higher adoption of change initiatives and leadership programs
Measurable gains in retention, engagement, and performance
Leaders who don’t just “know” what to do — they consistently do it

For Strategy, Transformation, and Experience Leaders:

Initiatives that move beyond PowerPoint into daily practice
Clear mechanisms to track adoption, not just activity
A partner who can translate complexity into action and accountability

Selected Results

Here’s what sustainable change has looked like in practice:

75% increase in participation in an experiential career program, strengthening the leadership-ready talent pipeline.
25% improvement in technical competency and learner satisfaction through a targeted continuing education program.
20% decrease in duplicate workflows after implementing an enterprise-level quality management solution.
Successfully upskilled 50+ professionals into a newly established, mission-critical role in just 60 days, accelerating time-to-productivity and reducing risk.

These aren’t one-off wins — they’re the result of aligning people and process.

Who This Support Is Designed For

This is a strong fit if you are:

A CPO, CHRO, COO, Strategy, Transformation, or Experience leader in healthcare or health tech
Responsible for major change (new org structure, new system, integration, culture shift)
Experiencing stalled initiatives, change fatigue, or inconsistent execution
Looking for fractional, senior-level OD support — not another generic training vendor

It’s likely not a fit if:

You’re looking for a one-off workshop with no follow-through
You’re not ready to involve leadership in changing behaviors
You’re seeking a purely technical or IT implementation partner

How We Work Together

Most clients begin with a focused 90-day engagement designed to create clarity and early wins.

Typical flow:

Change Readiness & VECTOR Diagnostic
Short leader interviews + review of key data to surface where adoption is breaking down.
Focused Change Plan & Leadership Routines
A clear, prioritized roadmap that connects strategy to behaviors, communication, and systems.
Embed & Reinforce
Coaching, leadership touchpoints, and reinforcement mechanisms so new ways of working take hold across the organization.

From there, we can extend into deeper support — but the first 90 days are about clarity, traction, and momentum.

STILL NOT SURE?

Frequently Asked Questions

Q1: Are you a consultant, coach, or interim leader?

I operate as a fractional OD executive which is a blend of strategic advisor, hands-on partner, and leadership coach. I’m there to help you diagnose, design, and drive sustainable change, not just deliver a slide deck.

Q2: How is this different from traditional change management?

Most change efforts focus on communication and training. I focus on conditions — leadership behavior, systems, accountability, and resilience. That’s what determines whether change sticks.

Q3: How long does it take to see impact?

Many organizations see relief and clarity within the first 30–60 days as we identify friction points and align leadership. Sustainable behavior and system shifts typically build over a 3–6 month window.

Q4: Do you only work in healthcare and health tech?

That’s my primary focus and where my experience is deepest — especially in complex, regulated environments. If you’re in a different space, we can talk to see if it’s a fit.

Ready to Make Your Next Change Initiative Stick?

If you’re planning a major transformation — or you’re in the middle of one that’s starting to lose steam — now is the moment to steady the ship.

Let’s talk about what sustainable change can look like inside your organization.

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