Everything You’re Wondering.

Kimberley reads every inquiry personally. If it looks like a fit, she'll reach out to set up a short call, no pitch, no pressure, before anything is scheduled or charged. You'll hear back within 1–2 business days.

No. Every engagement starts with the Culture Diagnostic, a smaller first step, not a full commitment. Its cost is fully credited toward whatever comes next if you decide to continue.

Reach out through the contact form. That leads to a short introductory call, usually with the owner or decision-maker who brought TAKKLE in, followed by the Culture Diagnostic.

Within 1–2 business days.

That's exactly what the Diagnostic is for. You're not expected to know upfront: its findings determine which path makes sense, the Delegation & Systems Sprint, the Culture Systems Installation, or the Enterprise Culture Partnership.

$2,000 for under 20 employees, $3,000 for 20–50, $4,000 for 51–120, and $6,000+ for 120+. The price is fully credited toward whichever offer you move into next.

Pricing scales with your organization's size because the scope of the work does: more people means more interviews to conduct, more layers of leadership to align, and more complexity in how work actually happens day to day. It doesn't scale one-to-one, though: the cost per employee actually goes down as your team grows, because a lot of what's involved in scoping and running the Diagnostic doesn't multiply the same way headcount does.

Yes. TAKKLE's approach is built on evidence, not assumptions: guessing at what's driving turnover or disengagement almost always means fixing the wrong thing. The Diagnostic tells us exactly where to focus before we recommend, or price, anything further.

The Diagnostic's findings drive the recommendation, not the other way around: if it points somewhere different than you expected, that's exactly what it's for. We'll walk through the findings together before deciding on next steps. Questions along the way? Reach Kimberley directly at kimberley@takkle.co or 604-594-5055.

A deposit secures shorter engagements (the Diagnostic and Sprint), with the balance due on completion. For longer engagements (the Installation and Enterprise Partnership), payment is split into milestones: at the start, midpoint, and completion, so it tracks with the work itself.

The Installation and Enterprise Partnership are built around implementation credits: a credit covers one focused session (leadership coaching, a team communication session, or an extended/multi-team session) plus the preparation and follow-up behind it. The Installation includes 10 credits (20–50 employees) or 15 credits (51–120 employees) as part of the price shown. Credits aren't sold on their own: they're only available to clients already in an engagement who want to add more support, at $1,000 each, as a thank-you for the work already underway. The Sprint's scope is fixed within its one-month structure. The Enterprise Partnership's scope and any additional credits are confirmed individually after your Diagnostic, given components (executive coaching, specialists, a closing retreat) that don't reduce neatly to session credits.

No. Everything shared in interviews is reported back as patterns, not attributed quotes, so your team can be honest without wondering if it'll come back to them.

Findings are reported as patterns, never as attributed quotes, and everyone involved, including TAKKLE, signs a confidentiality agreement before interviews begin.

Everywhere from under-20, owner-led teams to 120+-employee, multi-site organizations. Pricing and the recommended path scale with size, but the range is wide by design.

Yes: there are two distinct paths depending on this. The Delegation & Systems Sprint is for teams without HR in place yet. The Culture Systems Installation is for organizations with HR already in place, and works alongside it.

TAKKLE works across industries: technology, healthcare, professional services, trades, hospitality, and more. What matters isn't your sector, it's the pattern: if turnover, disengagement, or leadership strain are already showing up, that's what this is built to address.

Size isn't the deciding factor: the problem is. If turnover, tension, or communication breakdowns are already costing you time, money, or good people, the Under-20 Diagnostic exists specifically because small teams feel these problems just as acutely, often with less room to absorb them.

Yes. TAKKLE is based in Vancouver, BC, and works with organizations across Canada, and beyond.

A structured assessment, covering trust, communication, leadership, and workload, paired with confidential one-on-one employee interviews that surface what a questionnaire alone won't.

The Diagnostic: results within a week. The Sprint: one month. The Installation: six weeks. The Enterprise Partnership: 10–12 weeks.

Both. The analysis and systems work happens remotely; everything else is done in person wherever possible: connection is most of what's missing in workplaces right now, and a video call doesn't rebuild it the way being in the room does.

For the Installation, ongoing support continues on a flexible monthly basis after the six weeks. For the Enterprise Partnership, ongoing measurement and support are built into the engagement itself, feeding the reporting your leadership can bring to the board. The Sprint is intentionally scoped to its one-month window, without a built-in ongoing phase.

We measure what matters, not just what's easy to count. The Diagnostic sets your baseline; tailored KPIs based on those findings are tracked again at a midpoint and at completion, so you can see the shift, not just take our word for it.

Right now, it's Kimberley personally: every inquiry, every interview, every engagement.

No, and that's by design. TAKKLE isn't HR, so an HR license wouldn't be the right credential anyway. What Kimberley brings is 12+ years coaching leaders and teams, 300+ employee interviews, and a lifetime of learning to read communication closely: starting with losing her hearing at two years old and having to work harder than most people ever have to just to understand what's actually being said in a room. That's not something a certification teaches. It's something built by doing it, under real stakes, for years.

HR protects the company: policies, compliance, the paperwork that keeps you out of legal trouble. TAKKLE protects the people: the trust, communication, and leadership patterns that determine whether your best employees stay. You can have great HR and still have a culture problem, because HR was never built to diagnose or fix that. That's true whether or not HR exists yet at your organization, which is why the path differs (Sprint vs. Installation) but the underlying need doesn't.

TAKKLE isn't a poster on the wall or a one-time workshop. There's no binder handed over at the end: the work stays hands-on until it holds under real pressure, not just for the length of a session. Most culture work fades the moment pressure returns; this is built to hold.

A survey is great at telling you something's wrong; it's not built to tell you why, or to fix it. Without action, awareness just sits there and the problem doesn't move. TAKKLE picks up exactly where the survey leaves off: turning what you already know into a diagnosis, a plan, and systems that actually close the gap.

If your organization already has wellness programming in place, that's genuinely valuable, keep it. TAKKLE isn't a replacement for it; it addresses something different. Wellness support helps people cope day-to-day; TAKKLE finds and fixes what's causing the strain in the first place: the leadership and communication patterns underneath it. Done well, the two work together: TAKKLE does the structural work, and wellness programming supports people through it.

A typical culture consultant's deliverable is a document, a session, or an event: a values workshop, a culture deck, an offsite. Success there is usually judged by how the room felt that day, not by whether anything measurably changed weeks later. TAKKLE's deliverable is an installed, measured system, tracked at baseline, midpoint, and close, because a good workshop and an actual behavior change are two different things, and only one of them holds under pressure.

TAKKLE isn't a fractional executive role. A fractional Chief People Officer is embedded on an ongoing basis, handling whatever people-ops work comes up week to week (compensation, policy, day-to-day HR decisions) with no fixed end date. TAKKLE is a scoped, diagnostic-led engagement with a clear start and finish, focused specifically on the culture, communication, and leadership systems driving your turnover or disengagement problem, not running your people-ops function for you.

Executive coaching is a puzzle piece: usually one person, working on their own growth. TAKKLE puts together the whole puzzle: individual leaders are part of it, but the focus is the organization's systems, not one person at a time.

Organizational development is the closest formal discipline to what TAKKLE does: the diagnostic model is genuinely similar. Where it tends to differ in practice: many OD engagements end at a diagnosis and a set of recommendations, leaving internal teams to implement them without always having the time or tools to do it. TAKKLE doesn't stop there: the work stays hands-on through the actual behavior change, using tools built from lived experience as much as method.

No. Kimberley's own experience navigating the world with hearing loss shaped how closely she pays attention to communication and inclusion, but the approach isn't about sorting people into categories. It's about seeing each person's actual traits and skills, and building systems that work for how your specific people communicate and work. If someone needs additional individual support, that's addressed directly, not through a DEI framework.

No. TAKKLE isn't therapy or counseling, and Kimberley isn't a registered therapist or clinical counselor. What she brings is real lived experience with communication and adversity, and she can offer support, tools, and resources from that experience, but it isn't a clinical service, and it isn't a replacement for one.

No. A culture system is the whole picture: how communication, leadership behavior, and daily work all fit together. A survey is one piece of that picture; coaching is another. A culture system is what happens when the pieces are deliberately put together, watched over time, and adjusted the moment something's out of place, not one piece handed to you in isolation.