What is TK?

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HR exists to protect the company — not the individuals in conflict. Employees know this, which is why they hold back, say what they think HR wants to hear, and the underlying issues never actually resolve. HR also typically lacks the clinical depth to address what is really driving the conflict beneath the surface. 

Lawyers/mediators are trained in positional bargaining and legal risk management. They are excellent at negotiating settlements. They are not trained to change the relational dynamic, build the individual's insight, or prevent the next conflict. They resolve the incident — not the pattern. 

TK does something neither of those can: we work at the level of the person — the beliefs, the triggers, the relational patterns, the leadership blind spots — and translate that into workplace behavior change. We are not managing liability. We are building capacity. That is a fundamentally different product. 

Most organizations see conflict as a morale problem or an HR problem. The numbers tell a different story. Unresolved workplace conflict is a direct financial drain — on productivity, on retention, on management time, and on the hidden costs that never show up on a single line item but quietly compound every quarter. 

• 2.8 hours per Employee Per Week spent managing or experiencing workplace conflict (CPP Global Study) 

• $359B Lost Annually in paid hours consumed by workplace conflict in the U.S. alone 

• 25% of Turnover is directly attributable to unresolved workplace conflict 

Cost of doing nothing 

• Ongoing productivity loss every week 

• Management time consumed every month 

• Turnover risk if the situation escalates 

• HR and legal exposure if it becomes a complaint 

• Team disengagement that spreads over time 

• A culture where people stop believing leadership will act 

Cost of a TK engagement 

• A defined, time-limited scope 

• Transparent fee structure 

• Measurable outcomes at every phase 

• Protects your people and your organization 

• Builds capacity that lasts beyond the engagement 

• A culture where leadership is seen to act — decisively and humanely 

We understand that bringing an outside consulting firm into your organization is a significant decision — especially when the work involves your people, your leadership, and your culture. This document walks you through exactly what a TK engagement looks like, from first contact to follow-up.

There are no surprises with TK. You will know what is happening at every stage, who is involved, what is confidential, and what comes next.

STEP 1 Discovery Call 30–60 minutes · Complimentary

We begin with a no-obligation conversation — with the CEO, HR director, or senior leader who

initiated the contact. We listen. We ask questions. We want to understand the situation as you see it:

what is happening, how long it has been happening, what has already been tried, and what outcome

would represent success for your organization.

This call is not a sales pitch. It is a genuine clinical and organizational assessment of fit. We will be

honest if we think a different resource would serve you better.

STEP 2 Proposal and Agreement 1–2 weeks

Based on what we learn in the discovery call, we develop a customized proposal that outlines the

specific phases of work, the participants involved, the estimated timeline, and the full fee schedule.

Nothing starts until you have reviewed, asked questions, and signed our Professional Services

Agreement.

Confidentiality terms are reviewed with you at this stage — including the specific circumstances

under which our clinician obligations may require disclosure. You will never be surprised by this.

 STEP 3 Individual Phase Work Varies by scope

 Where the engagement calls for individual sessions — with leaders, with specific employees, or with mediation participants — we begin here. These sessions are confidential at the individual level. What participants share with us in individual sessions does not go back to leadership in an identifiable way. We bring clinical depth and organizational context to every individual conversation. The goal is always the same: build the insight and skill the person needs to show up differently in the workplace. 

STEP 4 Mediation Sessions As indicated by scope

Mediation at TK is not legal mediation. It is not positional bargaining or settlement negotiation. It is a

facilitated conversation between parties in conflict, designed to surface underlying needs, restore

communication, and produce concrete agreements about how the relationship will work going

forward.

Both consultants may be present for mediation sessions. Participants are prepared individually

before mediation begins, so they enter the room with the tools they need to be honest, clear, and

productive.

STEP 5 Group Training and Development As indicated by scope

Group sessions are designed for the whole team or the leadership group, depending on the

engagement scope. These are psychoeducational and skills-based — not therapy, not a trust fall,

and not a generic off-the-shelf workshop.

Content is developed specifically for your organization's context and the dynamics we have observed

through the individual work. Participants receive handout materials they can reference long after the

session ends.

STEP 6 Assessment and Follow-Up 90 minutes

Every engagement closes with a structured review session. We sit down with key stakeholders to

assess what changed, what still needs attention, and what a follow-up plan looks like. This is the

moment where "engagement" becomes "ongoing organizational capacity."

We provide a brief written summary of outcomes and recommendations. This is not a clinical record

— it is an organizational document for leadership's use.