Limicelia · Services
Clients don't arrive with a service in mind. They arrive with a situation — something that isn't working, something that needs to be built, something that has shifted in a way they can't yet name. We begin there. The work finds its shape from what the situation calls for.
01 / Work we do
Service maturity:
Established Delivered repeatedly, case studies available Active Delivered, building track record Actively Growing Elements delivered, building full arcConflict carries information the organization hasn't found another way to say. Working with it as information — not just making it stop — is the difference between resolving a dispute and understanding what created it.
You might recognize this
What we do
We enter the situation as an accompanier, not as a mediator or arbitrator. We help the system become legible to itself — to see what the conflict is actually about, which is often not what it appears to be about on the surface. Conflict in organizations is almost never only about what it says it is about. Behind most organizational conflict is a power dynamic that has not been named, a values divergence that has not been made explicit, or a structural problem that is being carried interpersonally.
In partnership with Colmenar Cooperative Consulting, a bilingual (Spanish/English) worker-owned mediation practice.
Case studies: PSFG (won competitive RFP, 30+ bidders, repeat engagement) · CFL (multi-year, came back year after year)
Structure produces behavior. What the organization is experiencing is not random — it's the predictable output of how the system is built. Change the structure, and the behavior follows.
You might recognize this
What we do
We begin with frontline listening — talking to the people closest to the work before we talk to leadership. The diagnostic produces a clear picture of what the structure is actually producing, not what leadership believes it is producing. From there, we work with leadership and staff together to redesign the conditions. Sociocratic and consent-based methods adapted to your organization's culture. The goal is structures the organization owns and can maintain after we leave.
Diagnostic established · Full 3–9 month arc actively developing
A well-designed convening shifts how people see each other and the system they share. Most don't. The difference is whether the gathering was designed to extract what the facilitator wanted to find, or to surface what the system already knows.
We've delivered elements of this work — Warm Data Labs, multi-stakeholder convenings, coalition design — and are building toward full sustained Systems Convening engagements. If this describes what you need, reach out now.
You might recognize this
What we do
Warm Data Labs (Nora Bateson / International Bateson Institute) for groups of 12 to 500+. Multi-stakeholder convenings designed for the power dynamics actually in the room. Coalition design and participatory community processes. Building toward sustained Systems Convening engagements in the Wenger-Trayner tradition — a sustained role across organizational boundaries enabling cross-system learning.
For those who believe the work should be changing the person doing it as much as the organization it's aimed at. When the skills are there but the ground isn't deep enough yet to hold them — and when the work itself is depleting faster than it's restoring.
You might recognize this
What we do
Developmental coaching for leaders at moments of genuine transition. Team relational work — including direct accompaniment through active conflict and container design for teams building the capacity to navigate difficulty. For organizations wanting to address the relational infrastructure that allows a team to disagree, repair, and return to each other.
Case study: CFL — multi-year relationship, workshops → coaching, came back year after year
02 / How to engage
Most engagements begin with a genuine conversation about what's happening — not a needs assessment, not a sales call. We figure out together what the situation calls for, and what shape of engagement that implies.
Diagnostic
A few weeks
Deep listening, honest diagnosis. We talk to the people closest to the work before we talk to leadership. The output is a clear picture of what the system is producing and why — not a recommendation deck. The right starting point for most engagements.
Sustained Engagement
Months, not weeks
Full arc from discovery through harvest. Redesigned structures and practices the organization owns after we leave. Scope shaped by what the diagnostic reveals — not a pre-specified deliverable list.
Long-Term Presence
A year or more
For organizations navigating continuous transformation — a Limicelia steward as sustained presence through multiple passages. Not a project. A relationship. We stay until you can cross without us.
The first conversation is not a sales call. It's genuine inquiry — including whether Limicelia is the right fit. We will tell you if we're not.
We price on a sliding scale based on what an organization can sustain, not market rate. Fees are discussed after we understand what the situation calls for. Say early if budget is a real constraint.
03 / Practice partners
Conflict navigation · cooperative development · mediation · bilingual engagements
A bilingual (Spanish/English) worker-owned cooperative offering education, technical assistance, facilitation, and conflict resolution. Deep roots in cooperative development and bilingual mediation.
Facilitation design · team development · leadership retreats
A facilitation and organizational design practice helping technology companies, government agencies, and mission-driven organizations build resilient cultures through expertise in learning design, team dynamics, and culture change.
Systems convening · equity-centered dialogue · philanthropy & foundations
Founded by Agnes Meneses, a strategic advisor with over 25 years in the nonprofit and philanthropy sectors. Anchoring her practice in equity, dialogue, and collective sensemaking.
Tell us what's breaking. We'll figure out together what it needs.
Begin a conversationTheme