What we do

Build Partnerships

Let's shake on it!

First, we listen.  We want to know how things are going right for you.  We want to know how things might be better.  We want to hear your ideas.

Then we’ll decide together what interactions with topics from our established menu might help to move you forward most effectively.  And, as always, if you don’t see what interests you here, we can design the kind of interaction you need from our plethora of resources.

Working in true partnership is not like following a template since it requires personal growth and development which brings about real change from the inside.  And we promise, as you practice and implement these ideas and behaviors, others around you will want to be like you. Being the reflective, balanced, capable person you are, you’ll know how to create a partnership with them so you can grow together.

Here is a short explanation of the partnership model and below are some samples of topics we’ve designed to interact with HR managers, mid-level managers, and employees that we’ve found helpful.  These we’ve facilitated as hour-long, interactive sessions or in sets of one or more together, making a half-day, day-long or multi-day mini-continuing education retreat experience.

Think buffet.  Big buffet.  All you can eat or a few bites of your favorites at a time.  Either way, we are certain you’ll come away satisfied.

This model provides:

  • Specific, learn-able skills.
  • Doable, step-by-step actions for change anyone can practice and implement.
  • Tools you can start using to make a difference right away
  • A new and unique approach to business management that empowers and reinvigorates everyone in the organization to reach new heights together
  • Illumination of and then elimination of the hidden frictional costs no one talks about but which drastically slow your organization down
  • Insights to help you better understand why you and others do what you do and how to change that (hint: it’s the brain)
  • Practices that become part of your pattern of behavior or your “go-to” model of being.


A few topics on the menu:

  •  Can I Order Off the Menu?: Asking for the not so ordinary
  • My Way or the Highway: How overbearing hurts
  • Are We There Yet?: When to use win/win deal making strategies
  • Let’s Do This!: Practicum in making win/win deals


Do we have your attention?  Jump in or ask questions here!




Optimize the Exchange


What’s the functionality of your workforce communications?  What’s working?  What’s not working?

I’m interested in knowing how your people talk to you, to each other.
Do you know what to say when someone has a beef or wants a change?
Do they know how to ask for what they want?

What if I told you that after one ninety-minute session interacting with our topic The Big Ask, all who attend would be exponentially better equipped to speak up and be heard with ease so that coming away, everyone would feel like a champ?

Would that interest you?

Let’s talk about it!



United as one to achieve comapny goals

Who doesn’t love ginormous smiles on teams that look like this?

But how does one shift the smile on people faces from an elusive butterfly to an every day sighting?

One way to approach this complex subject is  to create a fair and precise strategic compensation plan that takes the mystery out of the mustard.

Can you put that in writing?

Yes!  We can!   That’s what we do.

Strategic total compensation infrastructures are the foundation for high engagement and high performance.

When you’re not sure, like when you’re wondering “Am I paying too much?  Am I paying too little?  What job title should this person have?  Do we need a whole new position to get this job done?  Do we have too many people doing the same thing?”  We help you help figure it all out and write it all down for you in a clear, accessible format.

Established compensation philosophies and programs give company managers and HR Departments the framework and the information they need to make great people decisions more quickly and easily.

And with a solid, working foundation from which to build your beautiful business, you’ll see the evidence of this infrastructure working in your highly engaged and high performing people power!

foundation by Brett Neilson cc

 Some people!

In the workplace, some of us are older than others.  Some of us are younger.  Some who are older have less street smarts than those who are younger, but maybe the value we bring is book smarts or life experience.  Some of us may think we know it all already.  Some are eager to learn.

Our philosophy is that all ages and levels of experience have value.  And our work with you is to assign names and numbers to the varied ways each employee adds value to the workplace.  This way, we all know what’s happening and how it happens.  There’s a clear path to getting where we all want to go and that’s UP!

But creating a fair and precise compensation is just one part of building a beautiful business and only one small piece of our particular brand of helping you make the magic happen.  And, of course, what’s right for you might not be right for the next guy.  That’s why we listen first.

Let’s get this going!   The first step is here!

Empower people to be highly engaged

We believe most people care about that in which they have ownership.  We’ve observed that when people do not feel a sense of ownership or when they believe they are not being heard or supported, they often withdraw their energy from the circumstance.  This is known as disengagement.

The cost of disengagement is high and of course, non-productive.

What disengaged behaviors might look like:

  • Phone time & not in a good way:  Let’s say John is always on the phone, maybe he’s taking calls from recruiters, talking to his girlfriend or gossiping with co-workers.
  • Internet searching and not job related:  maybe Susan is constantly looking up salaries or doing a job searches.
  • Spending time on social media or messaging:  Charlie’s favorite hashtag is #thisismenotdoingmywork
  • The blame game:  “Oops!,” Shari says.  “I missed my deadline but it’s Shelia’s fault not mine.”
  • Sabotage or undermining:  George says, “You know that idea Harry told you about in the meeting?  It was really my idea!”


What highly engaged behaviors might look like:

  • John’s at his desk after quitting time.  When you ask about that, he says, “Oh!  I just really wanted to finish this thing I’m working on!”
  • George shows us at the meeting telling you about a great idea Harry just shared with him.
  • Charlie only tweets at home.
  • John’s ear has begun to heal since he’s no longer talking on the phone to his girlfriend all day.
  • Shari finishes her projects early and wants to know what’s next!


We know you want to see highly engaged behaviors and we want that for you!

Let us help you discover what is possible with highly engaged people who are consciously partnering together.  We’ll be right there with you as you achieve your organization’s vision and goals.

Be brave! Click here…