You already feel something's off. Now get the data that proves it.
OrgPulse™ gives you a clear, honest read of where your people stand. A 30-day assessment that puts real interviews and analysis behind what your team already senses, so you know exactly what's driving the friction, and whether you need help fixing it.
The problem isn't a mystery. It's a guess.
You've noticed the same things: a good hire leaves without much explanation, two teams that used to work well together now route around each other, meetings that used to get things decided just get longer.
You have theories. You don't have proof. And guessing wrong here is expensive: you end up fixing the symptom you can see instead of the cause you can't, and six months later the same friction shows up somewhere else, wearing a different name.
The fastest way to stop guessing is to ask the people living it, in a structured way, and write down what they actually say.
We don't do surveys. We do conversations.
We bring a few anchor questions, then follow the threads people raise. That's where the real concerns surface, often ones people didn't know they had until they said them out loud.
Think of it as a 360 review, not for one person, but for your whole organization. We hold a confidential one-on-one conversation with every employee, so leadership hears the honest version of how work really gets done: the patterns of communication, the unspoken norms, and the culture that shapes everything else.
Every conversation is virtual and confidential. We report themes, never names. In-person interviews are available on request.
Every conversation covers six areas
- Organizational strengthsWhat is working well and why.
- Opportunities for growthWhere the organization can evolve.
- Team dynamics and communicationHow people work together day to day.
- Employee engagement and moraleHow connected and motivated people feel.
- Leadership effectivenessHow leadership is experienced across the organization.
- Culture and valuesWhether the stated culture matches the lived experience.
Thirty days, kickoff to debrief
We talk to the people who actually feel the friction, then sit down with you and walk through what we heard.
Kickoff call
A 30-minute call with leadership to align on scope: what you're seeing, what's already been tried, and who's in the conversation. We leave with your employee list.
Set up
We draft a short note from leadership so every employee knows what's coming and why, finalize the anchor questions, and schedule every interview.
One-on-one interviews
A confidential 30-minute conversation with each employee, up to 20 people. If someone needs more time, we make room.
Analysis
We pull the patterns across every conversation, measured against the six areas above, not just the loudest opinions in the room.
Write-up
We write the full assessment report and the strategic recommendations, in plain language.
Debrief with leadership
A dedicated session where we walk through the findings, answer your questions, and talk through how to move forward. The written report and recommendations are delivered the same day.
This is diagnostic, not a fix. We hand you the data and the patterns. What you do with it, in-house or with outside help, is yours to decide.
What you walk away with
Three deliverables, handed over by Day 30.
Written Thematic Assessment Report
A multi-page document covering the key themes, patterns, and insights from every employee interview, organized around the six areas above.
- What's working and worth protecting
- Where the friction is coming from
- Patterns that show up across teams and levels
Strategic Recommendations
Concrete next steps that give leadership a clear roadmap for addressing the opportunities and building on the strengths we found.
- Specific actions, not generic advice
- A path you can run in-house or with outside help
Partner Debrief Presentation
A dedicated session with your leadership team to walk through the findings, answer questions, and talk through how to move forward effectively.
- Live walk-through of the report
- Time for your questions and reactions
Why this works
People tell an outside interviewer things they won't put in an exit interview or say to their own manager. That's not a knock on your team. It's just how organizations work.
The most successful organizations aren't simply the ones with the best strategy. They're the ones that understand themselves clearly and act on it. Organizations that invest in this kind of honest self-reflection tend to see higher engagement, stronger communication, and a culture that becomes a competitive advantage.
Confidential by design
Every interview is strictly confidential. Individual responses are never attributed or identified in the final report. Themes and insights are shared in aggregate, which is what lets employees speak freely and lets leadership receive the unfiltered truth.
Who's asking the questions
Rachael Gass, our Managing Partner, spent 20 years in healthcare, IT, and finance at companies including Kaiser Permanente, Perot Systems, and Unisys, leading initiatives with large groups of stakeholders. She is an ICF Professional Certified Coach and a Board-Certified Coach, so she knows how to get people talking straight. I've spent over 20 years running strategic operations inside Fortune 100 healthcare organizations, including as VP of Strategic Operations for UnitedHealth Group's Optum division, and ran service lines directly at Stanford Health Care. Between us, we've sat on both sides of these conversations, as the ones being interviewed and the ones asking the questions.
The investment
One number, no surprises, no hourly billing to argue about later.
- A kickoff call to align scope and set up scheduling
- A confidential 30-minute one-on-one with each employee, up to 20 people
- Written Thematic Assessment Report
- Strategic Recommendations
- Partner Debrief Presentation with your leadership team
Interviews are virtual. In-person interviews are available on request, with travel billed at cost on top of the flat fee. More than 20 employees? Email us and we'll scope it.
Get started: $8,500Already know the fix needs outside help once you have the data? BKL also facilitates Strategic Planning, SOPs Planning, and Organizational Working Norms, each its own 30-day engagement.
Ready to know what's actually happening on your team?
Click below to get started, or email hello@bekindlyfe.com and we'll get a kickoff date on the calendar.