Systemic · Design-Thinking · Equity-Focused
From Good Intentions to Great Systems
A framework for building belonging into your camp’s systems, not just its values.
At a Glance
Camps that care deeply about belonging often invest heavily in training staff to think and feel differently. Training alone rarely produces the structural change that makes belonging durable. The research on organizational change points in a different direction: change the rules and policies first, and culture and individual habits follow. This training gives directors a framework for applying that logic to their camp’s belonging work, using TPS’s three-element model, strong individual habits, intentional culture, and robust systems, as the organizing structure.
THE PROBLEM
Belonging doesn’t happen just because people care. It happens because the systems are designed for it.
The standard approach to belonging at camp runs in one direction: train staff to change their hearts and minds, hope that shifts culture, and eventually see it reflected in policies and practices. That approach puts the entire weight of change on individual staff members, produces inconsistent results depending on who’s in the room, and rarely survives staff turnover.
A systems-first approach runs the opposite direction. When belonging is built into hiring practices, onboarding structures, program design, and organizational policies, it becomes the default rather than the aspiration.
WHAT’S INSIDE
4 Core Modules
The Logic Model of Change
The standard DEI training model assumes that changing hearts and minds produces cultural change, which eventually produces systemic change. This module introduces an alternative sequence that starts with systems, which shape culture, which shape individuals. Directors leave with a clear framework for why the order matters.
A new lens for thinking about how belonging work produces lasting change
The Three-Element Model
Strong individual habits and skills, intentional community and culture, and robust organizational systems and policies. This module introduces the three elements, explains how they interact, and gives directors a way to assess their own organization against all three. A camp that invests heavily in individual training but ignores its systems will keep having the same conversations every summer.
A diagnostic framework for assessing where belonging work is and isn’t landing
Systems Audit
Directors apply the three-element model to their own camp. Where are the systems actively supporting belonging? Where are they working against it? This module is structured as a guided self-assessment, giving directors specific areas to examine: hiring and recruiting practices, onboarding design, meeting norms, program scope and sequence, and staff retention patterns.
A candid organizational self-assessment with at least one clear starting point
Where to Start
Building more equitable systems is iterative work. This module helps directors leave with a concrete sense of where to focus first rather than a list of everything that needs to change at once. Includes a discussion of how to bring findings back to a board, leadership team, or staff community without generating defensiveness.
A prioritized starting point and a communication strategy for sharing it
WHO IT’S FOR
Built for
Senior Leaders
CAMP DIRECTORS
PROGRAM DIRECTORS
EXECUTIVE DIRECTORS
HIRING STAFF
Designed for directors and senior leaders who have done the values work and are ready to translate it into structural change. Works well as a leadership team session during the off-season when there’s space to think about organizational design.
FORMAT & LOGISTICS
What to Expect
DURATION
1 - 2 Hours
Depends on size of group and amount of discussion
DELIVERY
In-Person or Remote
Available on-site at your camp or virtually. Both formats are fully interactive, not just a slideshow.
TIMING
Fall Planning
Best when not in the heat of the summer.
WHAT PARTICIPANTS WALK AWAY WITH
A framework for understanding why systems-first change produces more durable outcomes than training-first change
The three-element model as a diagnostic tool for belonging work
A candid self-assessment of where your camp’s current systems support or undermine belonging
A prioritized starting point and a communication strategy for sharing it
PAIRS WELL WITH
Build a Full Training Track
STAFF TRAINING · COMMUNITY & CULTURE
When Cultures Collide
The frontline companion to this director-level training, focused on how staff navigate cultural difference in real time.
DIRECTOR LEVEL · HR & TRAINING
The Missing Piece
Competency models can be a key part of the system to reduce the grey areas.
DIRECTOR LEVEL · ORGANIZATIONAL DESIGN
“We All Jump In” Doesn’t Work
Structural clarity and inclusive design are two sides of the same organizational challenge.
LET’S WORK TOGETHER
Bring This To Your Camp
Tell us a little about your organization and what you're looking for. We'll get back to you within 48 hours to talk through the details, customize the content for your context, and figure out what works for your budget and timeline.
Prefer to reach out directly?
jarod@thrivepointstudio.com