Pacific Pattern is a cooperative network of strategists, facilitators, and practitioners dedicated to cultivating equitable, resilient, and regenerative communities in and across bioregions along the Pacific Coast. Our client collaborators are leaders, organizations, and networks committed to strategic practice that strengthens internal culture and external relationships for transformative impact. Our facilitation draws in lived experience of social structures and climate impacts across diverse identities and landscapes. Our passion to co-create the strategy and practice of implementation that follows is grounded in decades of professional experience integrating ecological, economic, and racial and gender equity initiatives.

our approach

Pacific Pattern facilitates rhythms of connection with organization and network leaders in the landscapes where they develop and practice strategy to have transformative impact. We manage the process and weave multiple perspectives to balance participation, clarify motivation, and spark critical sensitivity and creative thinking. Our engagement is rooted in building trust to understand past and present organizational dynamics and collaborate through change.

We structure our collaboration through four service options

  • days of intention - 1 to 2 days

    Pacific Pattern co-facilitates a set of engaging practices that root leadership in the land and the landscapes they operate in. Land intensives are designed to cultivate belonging and strategy amongst the leadership of an organization or network. Land intensives provide space for dialog, decision-making and relationship building, among other things.

  • seasons of presence - 3 to 6 months

    The strategic assessment aims at cultivating a shared awareness of an organization or network’s location and way of being within dynamic ecosystems. Co-created by a dedicated project team, strategic assessment engages staff, board, and key stakeholders in a variety of ways from interviews and surveys to focus groups and longer form intensives. Assessments might include background material review, landscape scans or network mapping, project or program reviews, or other forms of documentation and media production. The strategic assessment ends with a reflection and recommendations session with the project team. The strategic assessment may continue into a strategic direction process.

  • seasons for action - 6 to 12 months

    The purpose of strategic direction is to facilitate dialogue across the organization or network in order to identify priorities and criteria for decision-making and action in complex environments. It is not intended as a formal strategic plan as much as a living framework for action and orientation toward transformative impact. Strategic direction involves internal culture and external partnerships to shift power and design a pace for change. Examples of internal changes might include staff expansion, leadership transition, or program alignment. Examples of external changes might include how clients grow their initiatives and engage power in their relationships such as with funders, agencies, and policymakers. Work is marked by large and small group intensives in the landscapes where clients operate. Participants co-create processes, decision-making tools, power maps, evaluation frameworks, and summary documents for team-wide strategy. The strategic direction concludes with a reflection session and recommendations for implementation which could include a strategic practice.

  • seasonal patterns of change - 6 months to 3 years

    Strong organizations and networks navigate and transform complex systems through a regular pattern of strategic practice. Every organization or network arrives at strategic practice in a way that is unique to the history, geography, and systems of power within which change leaders emerge and grow. Strategic practice is often interwoven with passionate leaders’ personal trajectories across networks just as it holds space for the evolution of organizations or collaboratives. Practice is iterative over multiple seasons allowing awareness to deepen, inflection points to be integrated, and diverse relations of trust to transform culture or achieve a shift in power. Examples of strategic practice can include ongoing leadership development and support, co-designed intensives in the clients’ landscapes, co-facilitating learning communities and network development, and building targeted campaigns and initiatives.