Rewrite 'How we work' as the three-places model (Inga's feedback)

Replaces the model-teaching cards (and the 'Clear models / not just a
workshop' heading) with Inga's concrete framing: the work happens in three
places — the people who carry the knowledge (coaching), the team that has to
get on board (facilitation), and the process that could work better
(redesign). Stacked editorial rows; new .work-list styles.

Co-Authored-By: Claude Opus 4.8 <noreply@anthropic.com>

index.html

@@ -111,29 +111,41 @@
   <section class="band light services" data-bg="light" id="work">
     <div class="wrap">
       <p class="eyebrow">How we work</p>
-      <h2>Clear models, <em>not vague advice.</em></h2>
+      <h2>The work happens in <em>three places.</em></h2>
-      <p class="section-intro">The kind you can use in a hallway conversation, not just a workshop.</p>
+      <p class="section-intro">Depending on what's actually getting in the way.</p>
-      <div class="cards">
+      <div class="work-list">
-        <article class="card">
+        <article class="work-item">
-          <p class="card-tag">A shared lens</p>
+          <div class="work-head">
-          <h3>A shared language</h3>
+            <h3>The people who carry the knowledge</h3>
-          <p>When a conversation gets tense, people are either open and curious or closed and out to be right — and most teams have no shared way to name which is happening. We give them one. Once a team can name it, the hard conversations get easier instead of louder.</p>
+            <p class="work-deliver">Delivered through one-to-one coaching, scheduled around their calendar.</p>
-          <p class="outcome">A shared, plain-spoken way to handle friction.</p>
+          </div>
+          <div class="work-body">
+            <p>Every shop has someone whose expertise is real and hard-won and almost entirely in their head. When they leave, retire, or just get pulled in another direction, that knowledge leaves with them.</p>
+            <p>We work directly with those people — not to extract what they know and hand it to a system, but to help them see the value in passing it on and actually want to do it. That usually takes more than one conversation. It takes someone who can ask the right questions, earn the trust, and help them work out what letting go actually means for them.</p>
+          </div>
         </article>
-        <article class="card feature">
+        <article class="work-item">
-          <p class="card-tag">The core shift</p>
+          <div class="work-head">
-          <h3>Breaking the blame game</h3>
+            <h3>The team that has to get on board</h3>
-          <p>Under pressure, shops fall into blame: someone stuck feeling powerless, someone doing the blaming, someone forever swooping in to rescue — and burning out. It quietly kills change. We move people out of that cycle and into owning the outcome together.</p>
+            <p class="work-deliver">Delivered through facilitated sessions — one-off or a short series — with the team or a cross-section of it.</p>
-          <p class="outcome">Stop the blame cycles that stall every change.</p>
+          </div>
+          <div class="work-body">
+            <p>A change announced is not a change adopted. The people affected by it usually have something to say — about what's getting lost, about whether it'll actually work, about what they're worried won't be considered. When that stays unsaid, it surfaces later as resistance, workarounds, or quiet non-compliance.</p>
+            <p>We create the conditions for that conversation to happen before the rollout, not after. When people have real input into how something changes, they're more likely to make it work — and the end result is usually better for it.</p>
+          </div>
         </article>
-        <article class="card">
+        <article class="work-item">
-          <p class="card-tag">Coaching · succession</p>
+          <div class="work-head">
-          <h3>The people at the center</h3>
+            <h3>The process that could work better</h3>
-          <p>One-to-one coaching for the people carrying the weight: the owner planning his exit, the successor stepping into big shoes, the veteran working out what it means to let go. Booked one session at a time — as many as the work calls for — around your calendar.</p>
+            <p class="work-deliver">Delivered through structured working sessions, with the right people in the room.</p>
-          <p class="outcome">The people at the center don't crack under it.</p>
+          </div>
+          <div class="work-body">
+            <p>Sometimes the real opportunity isn't getting people to accept a new tool — it's rethinking how the work actually happens. Not patching the old process with something faster on top of it, but asking whether it still makes sense for the people doing it and the customers depending on it.</p>
+            <p>We facilitate that redesign work with the people closest to the process: mapping how it really works now, where it breaks down, and what a better version could look like. The output is something the team helped build, which is most of why it gets used.</p>
+          </div>
         </article>
       </div>
-      <p class="reassure">Every engagement is built around coordinated hours — never a stretch of days that swallows your week.</p>
+      <p class="reassure">Most engagements draw on more than one of these. A knowledge holder who won't quite let go is also a team-alignment question; a process redesign that doesn't involve the people doing the work tends not to stick. We design each engagement around what's actually needed — not a fixed program.</p>
     </div>
   </section>
 

style.css

@@ -171,6 +171,14 @@ a.tel { text-decoration: none; }
 .card .outcome { color: var(--ink); font-style: italic; margin-bottom: 0; margin-top: 1.1em; }
 .reassure { margin-top: 40px; font-style: italic; color: var(--ink-soft); }
 
+/* How-we-work — stacked editorial rows (title + delivery method left, explanation right) */
+.work-list { margin: 48px 0 0; border-top: 1px solid var(--line); }
+.work-item { padding: 38px 0; border-bottom: 1px solid var(--line); display: grid; grid-template-columns: 1fr 1.7fr; gap: 40px; align-items: start; }
+.work-head h3 { margin: 0 0 0.7em; }
+.work-deliver { font-family: 'DM Sans', sans-serif; font-size: 0.74rem; text-transform: uppercase; letter-spacing: 0.09em; line-height: 1.7; color: var(--amber-deep); margin: 0; max-width: none; }
+.work-body p { color: var(--ink-soft); }
+.work-body p:last-child { margin-bottom: 0; }
+
 /* Diagram */
 .triangles { display: block; width: 100%; max-width: 720px; height: auto; margin: 44px auto 0; }
 .line-graphic { display: block; width: 100%; max-width: 560px; height: auto; margin: 40px auto 0; }
@@ -236,6 +244,7 @@ a:focus-visible, .btn:focus-visible { outline: 2px solid var(--amber); outline-o
   h2 { font-size: 2rem; }
   .statement-line { font-size: 2rem; }
   .cards { grid-template-columns: 1fr; }
+  .work-item { grid-template-columns: 1fr; gap: 14px; }
   .person { grid-template-columns: 1fr; gap: 10px; }
   .hero { padding: 134px 0 88px; }
   .band { padding: 80px 0; }