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Frameworks
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P.A.C.E. PROGRESS FRAMEWORK
The consulting framework that guides I Follow the Leader's culture and leadership development partnerships.
7 Attributes of Courage
A thought leadership framework developed by Antoinetta Mosley that defines courage using the letters C-O-U-R-A-G-E. Explore this framework at antoinettamosley.com.
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Courageous Consciousness Chart
A thought leadership framework developed by Antoinetta Mosley that equips leaders and teams for honest, effective courageous conversations. Explore this framework at antoinettamosley.com.
It's Time To Take Strategic Action
Overview
Many organizations recognize that culture matters — but knowing where to start, how to sustain momentum, and how to measure progress is another challenge entirely.
The P.A.C.E. Progress Framework™, developed by I Follow the Leader, provides a clear, repeatable structure for organizations ready to move from awareness to action. It guides leaders through culture work at a pace that is realistic, intentional, and built to last.
P.A.C.E. stands for Preparation, Assessment, Commitment, and Execution.
Learn More
The P.A.C.E. Progress Framework was developed by I Follow the Leader, LLC after years of working alongside organizations navigating complex culture challenges. The framework is designed to be cyclical; culture work doesn't end at Execution.
Organizations return to Preparation as they grow, evolve, and set new priorities. It is a guide for the long term, not a one-time checklist.
Phases
1. PREPARATION.
- Leadership affirms that having a healthy culture is a strategic priority.
- Challenge past beliefs and assumptions.
- Acknowledge that the process will be an ongoing journey.
2. ASSESSMENT.
The Cultural Audit Phase*
- Survey key stakeholders to gather candid, anonymous insight about the current culture.
- Listen to stakeholders' feedback about diversity, equity, inclusion, and belonging through a multitude of conversations. Examples: 1:1 interviews, focus groups, strategy sessions.
- Review policies, procedures, and communications related to diversity, equity, and inclusion. Examples: Hiring policies, onboarding documents, jobs page.
*Our firm recommends following best practices and having an experienced outside company conduct your cultural audit and provide you with recommendations on the next steps.
3. COMMITMENT.
- Prioritize next steps based on the Cultural Audit results.
- Develop a Culture Action and Measurement Plan.
- Invest in learning and development. Examples: Host a Courageous Leadership or Respectful Workplace Training. Facilitate a Courageous Conversation or Strategy Session.
4. EXECUTION.
- Track progress regularly.
- Measure Results. If the strategy phase was fully executed, you will have metrics listed in your measurement plan for each activity listed in your action plan.
- Share results with internal and external stakeholders. Recommend quarterly updates.