The moment a culture team starts managing truth for the operators, the decay has already begun.
This is not a surprise pathology. It is a predictable phase transition. First the organization builds useful rites to handle conflict and change. Then the rite gets a staff. Then the staff protects the rite. Soon the hardest questions never make it to the table, because the people running the table no longer carry the downside.
The common mistake is to add more ceremony, more trained facilitators, more vocabulary. That only hardens the priesthood.
Use a simpler structure.
The person with the most operating downside owns the rite.
Stewardship rotates on short terms and is never a full-time identity.
Put the ritual itself on trial on a fixed calendar.
Do not use this for harassment, discrimination, or any issue requiring formal investigation. Use real process there.
For everything else, apply one test: if someone can build a comfortable career as keeper of the rites, your renewal system is already freezing into oligarchy.