Case Studies

Protecting our partners’ privacy

The following case studies are intentionally anonymous and high‑level. We omit identifying details while sharing the patterns, approaches, and outcomes that leaders can reasonably expect when we partner together.

At Chefalo Consulting, we partner with organizations to create meaningful, measurable change. From correctional agencies to public school districts, our work helps teams build trauma‑informed systems that promote safety, resilience, and long‑term growth.

Each partnership is tailored to the organization’s unique culture, goals, and challenges—but every outcome reflects the same core values: compassion, courage, and collaboration.

What you’ll find on this page

Anonymous case snapshots that illustrate challenges, approaches, and the kinds of shifts organizations achieved.
Outcome indicators expressed as ranges and relative improvements (e.g., “double‑digit reduction,” “majority of staff,” “within 6–12 months”).
Representative quotes with roles only (no names or departments).

Why anonymous? Many of our partners operate in sensitive environments (justice, education, child welfare, public safety). Confidentiality safeguards staff and the communities they serve, and it protects change efforts from politicization.

Themes we see across engagements

Moving from compliance‑driven to relationship‑centered practices
Building psychological safety to reduce turnover and improve service quality
Translating trauma‑informed principles into day‑to‑day supervision and policy
Aligning leadership, middle management, and frontline teams around a shared playbook
Using small pilots to generate visible wins and momentum for system‑wide change

Case Snapshot A — Large State Correctional Agency

Service Period: January 2023 – Present
Workforce Size: ~11,000 employees

Context: A statewide corrections agency sought to embed trauma‑informed practices to better support staff and the individuals in their care.

Our Approach

Delivered ~100+ hours of foundational training and ~60 hours of leadership coaching in the initial phase (Jan 2023–Jun 2024).
Following strong participation and reported behavior change, the agency renewed for additional cohorts of the Trauma‑Informed Foundational Training Program (ongoing).
Focused on building internal capacity: preparing key staff for a Train‑the‑Trainer pathway to sustain and scale practices statewide.

Project Goals

Realize: Increase awareness of how widespread trauma is—among staff and those in custody.
Recognize: Identify signs and symptoms of trauma in both incarcerated individuals and employees.
Respond: Translate principles into policy, leadership routines, and front‑line practices.

Impact (to date)

Participants report immediate, observable behavior changes in day‑to‑day interactions and supervision.
Early cohorts demonstrate greater consistency in de‑escalation routines and shift briefings.
Expanded internal facilitator pool, improving sustainability and reach across facilities.

What it made possible: A repeatable, train‑the‑trainer model that strengthens safety, consistency, and staff well‑being across a large, complex system.

“We saw practical tools we could use the next shift—not just theory.”

Senior Operations Leader

Case Snapshot B — Mid‑Sized Suburban School District

Service Period: January 2021 – Present
Scope: ~400 staff across seven schools/entities

Context: The district aimed to embed trauma‑informed learning and leadership practices that would drive sustainable, system‑wide change.

Our Approach

Foundational Training: Established a shared language and core routines for all staff.
Train‑the‑Trainer Program: Equipped selected educators and leaders to facilitate internally.
Core Team Development: Graduates formed a district Core Team to coordinate implementation, peer coaching, and onboarding.
After the formal training phase, we continue as‑needed coaching and consulting to maintain momentum and adapt to evolving needs.

Project Goals

Foster sustainable, organization‑wide trauma‑informed change.
Build internal leadership capacity for ongoing implementation.
Equip staff to embed principles into everyday practice in classrooms and student services.

Impact (representative)

Lasting improvements in collaboration, communication, and school culture reported by leaders and staff.
Greater consistency in student support processes and classroom regulation routines.
A self‑sustaining internal team that onboards new staff and protects continuity during leadership transitions.

What it made possible: A resilient implementation structure that survives turnover and continues to improve daily practice district‑wide.

“The shared playbook turned ideas into habits across buildings.”

Building Principal

Case Snapshot C — Child Welfare Agency

Context: High caseloads, turnover among early‑tenure staff, and community concerns about family engagement.

Our Approach
Supervisor coaching circles, trauma‑informed intake scripts, and reflective practice built into weekly rhythms. Introduced a 15‑minute pre‑field check‑in protocol.

Notable shifts (9–15 months)