ORGANIZATIONAL
TRANSFORMATION

KMB offers Organization Transformation services, collaborating with leaders to enhance performance and efficiency. We assess your current state, identify improvement areas, and develop strategies aligned with your goals. Through the KMB process, organizations achieve increased productivity, engaged employees, and a competitive edge through culture development, change management, and organizational interventions.

ORGANIZATIONAL
TRANSFORMATION

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CASE STUDY

CHALLENGE

When “Zahra” took over as the first Black woman leader of the historically white male-founded progressive organization, she encountered a culture that was resistant to change. There was an underlying sense of discomfort, an unspoken tension that stifled innovation and creativity. Zahra realized that for the organization to realize its progressive ambitions, it had first to confront its own biases and tear down the walls of homogeneity and discrimination.

PROCESS

We partnered with Zahra to embark on an inclusive transformation journey, emphasizing open dialogue, empathy, and an understanding of diverse perspectives. We initiated a series of workshops, equity and diversity training sessions, and town halls that encouraged everyone to voice their concerns, share their experiences, and engage in strategic dialogue about race, gender, inclusivity, and belonging.

SOLUTION

With our support, Zahra was able to implement an organizational change strategy informed by equity and inclusion frameworks. This included modifying hiring practices to attract diverse talent, preparing the organization for new entrants to the workforce, establishing mentorship and sponsorship programs for underrepresented groups, and implementing bias awareness and action for all team members. The strategy also incorporated measurable goals and regular progress reviews to ensure the organization was on track with its transformation.

OUTCOME

The results were transformative. The organization began to embody the progressive values it championed externally, internally. The previously dominant voices learned to listen; the historically silenced voices found a platform. This shift in culture invigorated the entire team, bringing forth a surge of new ideas and perspectives and a renewed sense of unity. More than anything, Zahra’s leadership reminded everyone that progress isn’t just an external goal to champion but an internal standard to uphold.

CHALLENGE

PROCESS

SOLUTION

OUTCOME

“Her job title and role really jumps out as a Cultural Architect: She helps organizations build. There is a legacy of second class categorization that needs to be explored & understood. It still exists...we need to understand...we need the full context...She can help organizations do this very important work.”

Registered Nurse, CAVU

“Dr. Kerry makes the case that perfection is not required. There will be missteps but it doesn’t mean you don’t start the work or have the conversation. So as Black people we should engage in constructive and respectful conversations with those that don’t share our experiences. We can think, pause, and decide when to answer, and white people should not stay silent in the face of injustice. They have an obligation to not pretend that they do not see injustice. In their silence is agreement.”

Corporate Administrator, Service Industry

“Dr. Kerry is so right …the work has to occur at all levels of the system. We all need to get involved, but all the work is not the same. We all have a part to play, talents to contribute, and gifts to present to the cause. We have to be INTENTIONAL around what’s ahead of us and what’s required”

Executive Leader, Women's Empowerment Nonprofit

“Dr. Kerry’s role is essential to the healing of our nation because employers have a responsibility in the workforce and in schools to not just hold employees accountable for their actions, but also the employers themselves. As Dr. Kerry has stated; “ We need to get rid of instigators, educate the confused weak people while supporting and protecting those who speak up.”

DEI Specialist within School System

Thank you so much for this thoughtful close-out memo and for your strategic partnership through so many changes at Demos. I appreciate all you did to make our work, relationships, efficiency, impact, resilience, analysis, and systems stronger. I am personally grateful for the many ways you helped me deepen my organizational leadership skills.

Chief of Staff, National Think Tank