It’s not just what’s said in meetings – it’s also what’s missed. Most organizations don’t realize how much their meetings say about their culture – everything from setting the agenda to the energy in the room. Is there active engagement
Human capital risk isn’t just about turnover and who quits – it’s about what gets lost, before and as the talent leaves. Conflict. Burnout. Disengagement. Microaggressions. Silos. Missed feedback loops. These are often the quiet tremors that signal deeper human
“You don’t rise to the level of your strategy. You fall to the level of your relationships.” Organizations often have risk management protocols for cyber threats, legal exposure, or financial volatility, but do they assess the elements that shape their
“It’s not the change itself – it’s the conversation that never happened.” Change management is often framed as a technical or strategic challenge. But beneath every shift in structure, process, or direction lies a quieter, deeper terrain: the human experience
In today’s workplaces, change isn’t the exception – it’s the norm. Whether driven by digital transformation, shifting markets, internal restructuring, or social pressures, change is rapid, recurring, and complex. Yet in the rush to adapt, organizations often forget the most
In times of workplace change and uncertainty, the role of leadership becomes paramount. When the landscape feels shifting and the path ahead unclear, your team will look to you for direction, reassurance, and a steady head at the helm. Leading
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Kimberly Jackson Davidson is currently the University Ombudsperson at George Mason University and member of the Harmony Strategies Group. She spent two decades at Oberlin College in Ohio, holding positions in the Office of the Dean of Students and as Visiting Lecturer in African American Studies. During her final five and a half years there, she served all campus constituencies as Ombudsperson and Director of the Yeworkwha Belachew Center for Dialogue (YBCD). Davidson is active within the International Ombuds Association (IOA), the California Caucus of College and University Ombuds (CCCUO), and the Ombuds Section of the Association for Conflict Resolution (ACR). She earned a B.A. in English Literature from Spelman College in 1986 and an M.A. from the University of Wisconsin-Madison in African Literature in 1991.
Hector Escalante is an experienced Ombuds and learning and development professional with over seven years of ombuds experience and over twenty years of experience developing and teaching course offerings which promote inclusion, healthy communication, and conflict resolution. He is the Director of the Ombuds Office at the University of California, Merced, having served many years as the organizational ombuds at the University of the Pacific. He is an ombuds partner with Harmony Strategies Group, and a consulting ombuds for Earthjustice and Union of Concerned Scientists. Hector holds two master’s degrees and a doctorate in education. He is a United States Marine Corps veteran, a husband and father to four children. Hector’s passions include treating all with fairness, equity, dignity, and compassion and good food.
Kira Nurieli is the CEO of the Harmony Strategies Group and is an expert mediator, conflict coach, trainer/facilitator, consultant, and restorative practices facilitator. She has spent upwards of twenty years helping clients handle conflict and improve communication strategies and has presented at numerous conferences and symposia as a subject matter expert. She holds a Master’s degree in Organizational Psychology from Columbia University and a Bachelor’s degree in Comparative Performance from Barnard College. She especially enjoys helping individuals, teams, and lay-leaders become more impactful and empowered in their work and is honored to work alongside her esteemed colleagues with the Harmony Strategies Group.
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Drop us a line for a FREE 15 minute consultation to help you handle your conflict or challenge!
Glad to help you out – please fill in the form below, so we can get started!
