Talent & Culture Consulting

A strong culture shapes how work gets done, how decisions are made while fueling employee connection. Define the culture you want and activate it through clear expectations, leadership alignment, and organization-wide employee engagement.

Including, but not limited to:

• Organizational and employee assessments
• Values and principle definition and activation
• Culture activation roadmaps and communication plans
• Leadership alignment
• Rituals, habits, and ways of working practices across teams

Employees deliver their best when they feel seen, supported, and connected. Design experiences that improve engagement, strengthen connection, and realize your employees’ fullest potential.

Including, but not limited to:

• Experience mapping and design for employee moments that matter
• Activation plans to strengthen connection and belonging
• Communication strategies to reinforce purpose and clarity
• Strategies to mitigate and/or address burnout
• Employee event strategy and design
• Employee listening and feedback systems

A strong talent strategy ensures the right people, in the right roles, with the right skills both today and for the future. Plan for emerging capability needs, strengthen succession plans, and build a workforce that supports long-term growth.

Including, but not limited to:

• Workforce planning aligned to strategic priorities
• Skills-based strategies for critical and emerging roles
• Succession planning and leadership development
• Role and capability mapping for future-state needs
• Career pathing and role design

Inclusive cultures drive performance, innovation, and trust. Strengthen your DEIB through practical strategies, meaningful education, and systems that support equitable experiences.

Including, but not limited to:

• DEIB strategy aligned to organizational values and goals
• Inclusive leadership training and manager enablement
• Inclusive corporate event planning and design
• Communication and storytelling to reinforce belonging

Successful M&A requires far more than financial integration. It requires cultural clarity, people alignment, and organizational readiness. We support institutions through the human dynamics of mergers, ensuring employees understand the vision, leaders model the future state, and cultures are integrated with intention.

Including, but not limited to:

• Culture assessments and integration strategies
• Change planning for pre-, during-, and post-merger stages
• Leadership alignment around the combined culture and strategy
• Organizational design and role clarity
• Communication strategies to support trust, transparency, and stability
• Employee experience design during transitions