Six, and they overlap on purpose because the problems do too. Workplace Training and Development. Leadership Coaching and Development. Professional Development Programs. Organizational Consulting. Workplace Complaint Investigations. Speaking Engagements and Keynotes. The first three award IACET CEUs. Full detail on each is on our Solutions page.

Cities, counties, state agencies, and federal clients, first and foremost. That's where most of our work lives. The people who call us are usually city managers, HR directors, department heads, and risk managers. We also work with universities, nonprofits, and private companies, though the public sector is where we've spent the most time and where we know the constraints best. Procurement rules, council visibility, union environments, public records. Those change how this work has to be done, and we don't have to be taught them.

Three, mostly. Something happened, and you need someone independent to look at it. Or nothing has happened yet, but the warning signs are stacking up and somebody with good instincts wants to get ahead of it. Or a leader has decided the culture they've got isn't the culture they want and is willing to do the work. All three are good reasons to call. The third one is the most fun.

Real numbers, not "it depends." Our training comes two ways. Same content, same facilitator, same room. The difference is whether your people walk out with documented continuing education hours.

Workplace Training and Development Standard from $3,500 · Accredited with IACET CEUs from $4,250

Leadership Coaching and Development Standard cohort from $2,500 · Accredited with IACET CEUs from $3,000 Full single-leader engagement from $5,000

Professional Development Programs From $9,500. This one is accredited by default. It's a multi-session pathway, and the people who enroll in it are usually the ones who need the hours.

Organizational Consulting from $7,500, with full culture and climate engagements running $15,000 to $75,000 depending on the size of the organization.

Speaking Engagements and Keynotes from $5,000.

Workplace Complaint Investigations scoped to the matter. Everything above is a starting figure. We'll give you a real number on the first call rather than making you sit through a process to find out.

No. Plenty of our clients don't need CEUs and shouldn't pay for them. Here's how to tell. If the people in the room hold certifications with renewal hour requirements, clerks, HR staff, risk managers, finance officers, building officials, public safety, the accredited version pays for itself the first time somebody doesn't have to fly to a conference for those hours. If your audience is general staff with no credentials to maintain, take the standard version and put the money somewhere else. One thing to know before you decide: IACET CEUs can't be awarded retroactively. We have to make that determination before the session happens, not after. So if there's any chance your certified staff will need the hours, tell us on the first call. We'd rather ask the question early than tell you six months later that we can't go back and fix it.

Two things you can actually verify. Our training is accredited. All Things Diverse is an IACET Accredited Provider, which means an outside commission reviewed how we design, deliver, assess, and document every learning event against a national standard. Most training providers have never been through that. You can check our standing on IACET's site in about ten seconds. And we're a bench, not a solo act. Seventeen people including legal and compliance consultants, behavioral health specialists, and thirteen trainers and facilitators. When your engagement needs a specific credential, we send that person instead of whoever's free. Dr. Hodo leads the firm. Navy veteran, Ph.D. in Urban Studies, MD-110 certified by the EEOC, three-time TEDx speaker. She's been doing this for more than two decades and she'll tell you the truth about what she finds.

Call or send a note. First conversation is free and it's a conversation, not a pitch. You describe what's going on. We tell you what we think it actually is, which is sometimes different from what you thought. Then we tell you whether we're the right people for it. Sometimes the answer is no, and we'll say so. If it's a fit, you get a written scope with phases, deliverables, timeline, and a fixed price before anything starts.

• A single training session: one day

• A leadership cohort: three to six months, meeting on a set cadence

• A Professional Development pathway: three months to a year, depending on how many tiers you run

• A climate or compensation assessment: eight to twelve weeks from kickoff to final report

• A workplace investigation: two to six weeks, driven by how many people we need to interview

The honest version: culture work that finishes in a month didn't change anything. Skills need repetition and time. We'll tell you up front what your timeline actually buys you.

Yes. In person, virtual, or blended, and CEUs are awarded either way. One honest note. For a room that's already tense, in person works better. Virtual is fine for skills training and excellent for reaching staff across multiple sites. When we think the format will hurt the outcome, we'll say so before you book it.

Intake and scope first. We agree in writing on exactly what's being investigated and what isn't, because scope creep is how investigations lose credibility. Then confidential interviews with the complainant, the respondent, and witnesses. Document and record review. A written report with findings, the evidence behind each one, and recommendations. Dr. Hodo is MD-110 certified by the EEOC. We take the matters that are too sensitive, too senior, or too close for internal HR to handle without the outcome being questioned afterward. The report is built to hold up if it ends up somewhere it has to hold up.

Most supervisors don't fail because they don't care. They fail because we promoted them for being excellent at a different job and then never showed them how to do this one. Coaching closes that gap with the situations they'll actually face. Giving feedback that lands instead of feedback that wounds. Handling a complaint correctly the first time. Managing a team where two people can't stand each other. Making a call somebody's going to be unhappy about and standing behind it. One-on-one or in cohorts. Cohort programs are available with IACET CEUs.

We measure it first. You can't fix what nobody has looked at. That means a climate assessment: surveys, focus groups, exit data, complaint patterns, and sometimes a compensation review, because a lot of what gets called a culture problem turns out to be a pay problem nobody has examined in six years. Then you get a documented picture of where you actually stand, with recommendations ranked by what will move first. Then the training and leadership work that acts on it. In that order. Training without assessment is guessing.

Yes. It's one of our seven services. Worth saying plainly though: burnout is usually a workload and staffing problem wearing a wellness costume. Resilience training for people carrying two vacant positions isn't a fix, it's an insult with a certificate attached. So we look at what's generating it first. Workload distribution, vacancy patterns, leave usage, turnover by unit. Then we build supervisor training, employee sessions on real recovery skills, and a private readout for leadership on the structural drivers. Some of what you'll hear in that readout is about scheduling and staffing decisions rather than anyone's resilience. That's the part that actually moves the number.