Bespoke Leadership Development Programs

Frequently Asked Questions

• Do I have to pay for a first consultation?

  Absolutely not! We love to meet like-minded human developers, whether they have a need for our skills or not. Every introduction is an opportunity to learn. And we’re happy to join a call or meet for a coffee free of charge.

• Where are you based? / What’s your service area?

  We’re proudly based in beautiful Asheville, North Carolina. We serve clients nationwide throughout the United States.

• Do you offer virtual and in-person delivery?

  Yes—we can deliver in person, via Zoom, or using your team’s internal communications platforms. That said, we find in-person delivery to be the most impactful. Being physically present allows us to bring our full energy into the space and create deeper, more lasting engagement with your teams.

• What industries do you work in?

  We’ve worked across healthcare, tech, finance, engineering, general contracting, manufacturing, creative services, and nonprofits. Our real expertise is people—not verticals.

• Do you have a coaching certification?

  Yes! Joanne and Steve both hold Associate Certified Coach (ACC) certifications from the International Coaching Federation. Both are also Actualized Performance Solutions certified consultants. 

• What is a Cohort?

  A Cohort is a group of employees who share something important: it could be a group with shared opportunity (e.g., high-potentials), a level of cross-functional leadership (e.g., all department heads), a working group within one job function (e.g., all the sales managers), or a group united by a shared painpoint (e.g., burnout).

  When designing a program, we use these groupings to determine 1) how many and which people will the program serve and 2) what specific activities are right for their specific needs. 

  Cohorts are developed and individuals selected in partnership with stakeholders and can be selected by application process, by manager recommendation, or CEO selection. The process depends on each organization’s needs.

• What’s your stance on diversity, equity and inclusion in the workplace? 

  Diversity, equity and inclusion (or DEI, DE&I, DEIB) are at the heart of our mission and are critical to every single engagement we book. We’d love to compare definitions, discuss what DEI means to your organization, and find ways to weave DEI into every leadership development touchpoint.

• How is this different from hiring a speaker or running a few leadership workshops?

  Think of this as remodeling the house, not just hanging pictures. Through Program Design, we’re able to forge strategic partnerships that tackle systemic challenges—shifting leadership behavior, aligning culture, or supporting transformation across teams. If you’re looking for a few high-impact events, our A La Carte Solutions may be a better fit.

• How do I decide whether to pursue Program Design or book services  A La Carte?

  Our Program Design track provides more comprehensive support, has more broad-ranging impact, and is truly a one-stop shop for most if not all leadership development needs for the year. Program Design also requires more commitment from clients both in terms of longer timelines and larger budgets.

  Our A La Carte Solutions are great for one-time infusion of energy or a quick mental reframe, and they provide a great alternative for those who don’t have the budget autonomy to commit to 6 months at a time.

  If you’re still not sure, we’d love to talk through your unique challenges and help you understand where we could be most effective. Book a Free Call

• What issues or challenges do you address?

  We design custom programs, workshops, and talks in close partnership with our clients and pride ourselves on adapting to the changing needs of organizational leadership. Below are some issues we encounter and work with frequently:

  • Change Fatigue
  • Leadership Pipeline Gaps
  • Diversity, Equity and Inclusion Challenges
  • Reactive, Not Strategic, Leadership
  • Burnout
  • Disengaged/Distracted Employees 
  • Reduced capacity related to mental health (e.g., grief, depression, anxiety)
  • Constant Turnover
  • Lack of Trust
  • Poor Communication
  • Low Engagement
  • Poor Decision-Making Skills
  • Friction Between Departments or Individuals
  • Poor or Slow Problem-Solving
  • Disorganization
  • Lack of Accountability
  • Inter-Generational Culture Clash

• What kind of outcomes can we expect from this kind of engagement?

  Clients tell us they see stronger leadership presence, clearer communication, more trust across teams, and higher retention of emerging talent. But more than that, they feel the shift—a sense of alignment, clarity, and purpose that ripples through the culture.

• How much involvement is expected from our internal team?

  You don’t need to build it alone—but we do need you in the room. Strategic partnerships work best when we collaborate with an internal sponsor who understands the organization’s needs and is excited to build something that lasts.

  We bring structure, insight, and momentum; you bring context and vision.

• How do I know if Kinetic Talent is a good fit for my team? 

  Kinetic Talent provides human-centered organizational change consulting, culture transformation programs, and other custom leadership solutions.

  We partner best with companies ready to go beyond off-the-shelf solutions. If you’re asking big questions about your culture, leadership pipeline, or cross-functional collaboration—and want to co-create something meaningful that grows with your business—we’re your kind of people.

• What is a Program Stakeholder?

  To us, a Program Stakeholder is anyone not participating in the program who has a vested interest in the success of the program. They’re often people who manage or report to Talent Strategists.

  They might hold titles like C-Suite roles (CEO, CHRO), Director of HR, Director of Professional Development, Head of Learning and Development. Or they might hold titles like Leadership Development Coordinator, Administrative Assistant, etc.

  In some instances, they may even come from different departments who provide essential business control functions, like procurement or finance.

• What is a Talent Strategist?

  To us, it’s whoever at your company is steering the ship in terms of retaining and preparing the right talent to support the organization’s goals. They’re also typically our single point of contact (SPOC) for program contracts and execution. Talent Strategists might hold roles in departments like:
  Human Resources, Leadership Development, Learning and Development.

• What’s the first step if we want to explore a partnership?

  Schedule a conversation! We’ll get to know your goals, ask a few good questions, and share examples of what this kind of collaboration can look like. No sales pitch. You’re under no obligation. Just a real conversation about what’s possible. Book a Free Call