Our Services

Presence Consulting® is real-time support to leaders and teams to apply and integrate new mindsets and behaviors, going beyond “classroom” training to ensure that people are able to identify opportunities for individual and organization betterment.

Presence Consulting accelerates the rate at which people apply new mindsets and behaviors that support enhanced performance. Onsite consultants add value with real-time, in-the-moment comments and suggestions, supporting individuals and groups as they work to problem-solve actual work situations in real time. They help focus workplace interactions so leaders and others can recognize opportunities to apply the knowledge and skills they have learned from educational events.

Rather than methodically cascading education and information down through the levels of an organization, we find that identifying and developing a core group of people from across the organization and giving them the tools and competencies needed to interact differently in their daily work significantly accelerates the speed and effectiveness of change. Their role is not to become trainers, but rather to engage their peers and colleagues in the new behaviors in their day-to-day interactions. By modeling the desired behaviors, they demonstrate to others that interactions can be significantly better and that higher performance is possible. (See Change Champions: A Dialogic Approach to Creating an Inclusive Culture, BMI Publishing, 2022 andUnleash Change Through a Peer-to-Peer Approach, from T+D Magazine, July 2014.)

Change champions participate in an intensive multi-day education series to become advocates and role models for the new desired mindsets and behaviors. They act as pebbles dropped in a pond—they create ripples that spread and grow, building critical mass and propagating the practice of the new behaviors faster and more dynamically.

Middle managers are the critical component of any organization’s betterment effort. They stand at the crossroads between executive vision and people’s experience, making them critical for translating plans into tangible actions. Their ability to use and model common language and higher performing behaviors greatly impacts the degree to which betterment happens. Our focus when working with people leaders is on interactive learning so that managers (and sometimes first level supervisors) learn new behaviors, learn how to apply their enhanced skills for leading their teams, and how to work across the organization for enhanced collaboration and knowledge sharing.

We assist in building confident, skilled trainers who can effectively deliver impactful education programs so that the lessons learned can easily be shared throughout the organization. We also invite the trainers during their learning process to partner with KJCG in our presentations, workshops, and webinars, to give them additional experience and guidance in becoming effective trainers in the concepts related to the higher performance that is needed in the organization.

This creates a cadre of people who are available to assist the organization and give leadership to the effort once KJCG is no longer directly involved with the organization. Our goal is to assist the organization in achieving initial successes, position internal people, and adjust the betterment process, leaving the organization with the leaders, the functions, and the people throughout the organization who can take the lead and keep the organization moving forward.

KJCG will assist in updating and enhancing their practices to reflect an organization’s new culture and practices. We assist in making sure that Human Resources and other People Management Systems are prepared to continue to support and encourage the new behaviors in the organization.

Just like top athletes, leaders need coaches—someone to bounce ideas off of, to test new ideas, and to help them grow. But leaders must be careful regarding what they share and with whom; many of their thoughts, concerns and doubts should not be shared with others in the organization in their early stages. Leaders need opportunities to think out loud with someone who will hold their confidence and who does not have a vested interest beyond what is best for the leader and the success in the organization.

We have served as Thinking Partners (i.e., a sounding board and coach) to executives and senior leaders in organizations of all sizes, across many industries, and in countries around the world. As Thinking Partners, we bring decades of experience as strategic partners and confidants. Having a good Thinking Partner is critical for leaders to have the safety to learn, grow and accelerate organizational results.

Learning Partners is a group of individuals who are high performers selected from across the organization (both organizationally and demographically), who have a good sense of the organization, can influence others and are seen as credible by senior leaders and their peers. They receive education to enhance their understanding of organization betterment and to bring their street corners (aka: perspectives) to the effort. Their goal is to join the Senior Leadership Team during one or more of its own education sessions to enhance leaders’ understanding of the challenges and opportunities to move the organization forward.

“Being a KJCG Learning Partner has truly been a highlight of my career. I’m so grateful for this opportunity and eager to help in any way I can to continue this important work going forward.” - A KJCG Learning Partner Participant

We conduct a customized education and strategy sessions process for senior leadership teams, focusing on how they interact with each other and upskilling them in creating higher performance among the people they lead.

We work with organizations to identify mindsets and behaviors that make interactions, innovation, collaboration, and smart risk-taking difficult. KJCG assists in clarifying and implementing an organization narrative which creates a new story about the organization, where it has been, where it is going, and the mindsets and behaviors necessary for everyone to get there. It enables people to have a clearer sense of what is necessary for the organization to move to a higher level of individual, team and organization performance. It tells people what is expected of each person at each level of the organization.  

We use individual and group “Giving Voice” sessions (a.k.a. focus groups) to enable people to share their voice as part of the organization’s journey. In these sessions we are listening for:

• what is going well,

• opportunities for organization betterment,

• spoken and unspoken norms that get in the way of people doing their best work, and,

• other roadblocks to moving toward a new higher performing culture.

We also utilize the Giving Voice sessions to identify people “leaning in,” who might be willing to join in the betterment effort as we move forward.

We use electronic surveys to gain additional insights and quantitative knowledge of the organization. By looking at how specific groups (level, function, tenure, etc.) respond, we can tailor the betterment effort to make the organization enhancements that will be most helpful to all members of the organization.

We validate our findings with some of the people we talked with. And then we feed the data back—not only to leaders but to those who participated in the process. This allows people to truly feel heard and included in the process. We then share the initial Path Forward with the entire organization after developing it with internal partners.

Part of our Discovery Process is measuring what matters to the organization. Defining the success of an organization betterment strategy tied to what matters to the organization means the effort is no longer a “nice-to-have” or program unrelated to the purpose of the organization, but a “must-have” component for higher organization performance. We continuously measure progress and track successes within each organization and adjust the strategy based on data. Measuring the progress of change is essential. One tool we use is the Commitment Curve, which enables KJCG and leaders to monitor the progress of the organization betterment effort. It charts people’s behaviors along the path to new practices and ways of operating in stages.