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The Problem: Airlines and aircraft manufacturers were pushing to allow single-pilot operations as a cost-cutting measure — a move with serious safety implications for passengers and crews alike. The Goal: Educate lawmakers and the public on why two fully qualified pilots in the flight deck are essential for safety, especially during emergencies and high-workload situations. The Solution: We launched a multi-pronged education and advocacy campaign focused on safety over profit

The Problem: A university ran the state's 4-H competitions but needed updated, consistent materials after decades of piecemeal updates. The Goal: Create a simple, comprehensive “Fair Book” encompassing all competition details. The Solution: Designed a user-friendly book with clear rules, categories, and print-ready formatting for staff and participants. The Result: The first season using the new book saw 2.4x more entries, with overwhelmingly positive feedback from staff,

The Problem: A PE-backed tech company launched a flagship product that fundamentally changed the sales process. The Goal: Educate employees — especially the sales team — and demonstrate overall benefits. The Solution: We developed tailored educational materials, interactive product demos, incentive programs, and cross-training so sales teams could teach each other. The Result: Within six months, 60% of clients were converted to the new product, and back-end workload dropp

The Problem: A utilities company was acquiring small regional 'mom & pop' companies and wanted employees to feel connected and valued. The Goal: Onboard new employees so they feel part of something bigger. The Solution: We created an employee ambassador program. Ambassadors from acquired companies toured the parent company, chose swag for their office, and returned as in-office guides. Additional ambassadors visited new acquisitions to expedite integration. The Result: Tu

The Problem: New regulations created talent shortages in key skilled fields, and competition for top candidates was fierce. The Goal: Attract and retain the best talent. The Solution: Developed a career pathway program connecting schools, starter companies, and large employers. Clear steps guaranteed career growth for high-achieving candidates after meeting certain milestones at each step. The Result: The companies involved gained a strong talent pipeline, and the program

The Problem: A high-profile merger was blocked by the FTC, jeopardizing the company that needed it to avoid bankruptcy. The Goal: Calm employees and focus them on the future as a standalone company. The Solution: Transparent, step-by-step communication throughout the process. Employees were briefed on the potential outcomes, and after the denial, the situation was explained simply: what happened, why, and next steps. The Result: Employees adapted well, turnover decreased,

The Problem: A nonprofit offering financial grants wasn’t well known to donors or potential recipients. The Goal: Raise both awareness and funds. The Solution: We launched an annual golf and silent auction fundraiser plus a “Gimme 5” campaign for $5/month payroll deductions and actively advertised the fund and its benefits. The Result: The fund grew from $40K to over $1M, establishing sustainable operations and ongoing fundraising success.

The Problem: After a contentious merger, the new company needed a rebrand. The initial name, created by a branding firm, was poorly received by employees. The Goal: Unite both organizations under a new name everyone could get behind. The Solution: Employees were invited to submit name ideas. We vetted every submission for legality and availability, designed logos for the 40 that worked, then held three rounds of voting to select the favorite. The Result: Employees bonded

The Problem: In 2012, pilots weren’t willing to read company updates in their free time but didn’t have time to sit at a computer during work hours. The Goal: Make company updates easy to consume while pilots were on the job. The Solution: We created weekly leadership updates as podcasts, letting pilots listen while commuting or on the crew bus. The Result: Engagement skyrocketed. Pilots were better informed, and other airlines noticed, adopting similar programs that are

The Problem: An airline lost several major contracts, which led to the closure of the ground crew division. The Goal: Keep affected employees informed and engaged, so they’d stay committed until the final day. The Solution: We sent regular emails from the department leader in his own voice, organized detailed FAQs organized by topic, empowered leaders to visit all locations, and offered incentives for employees who stayed until the end. Communication was honest and as tran

Change is hard. Even the smartest, most adaptable teams can get stuck, frustrated, or disengaged when processes shift, strategies pivot, or new tools roll out. And here’s the thing: employees are always watching. They look to their leaders — and even to informal “influencers” in their work groups — to figure out how seriously to take the change, how to react, and whether it’s something worth buying into. This means that if leaders aren’t informed, aligned, and fully on board,

Change is just part of doing business. New tools roll out. Teams reorganize. Strategies shift. Markets move faster than anyone expects. None of that is surprising. What is surprising is how often change fails — not because the idea was bad, but because the people side of it was an afterthought. That’s where change management comes in. And no, it’s not just a fancy term consultants throw around. At its core, it’s about helping people move from “this is how we do things now” t

Change is just part of life in any organization. New tech rolls in, markets shift, customer preferences evolve and suddenly what worked yesterday doesn’t cut it today. The real question isn’t if you’ll face change; it’s how you handle it. That’s where change management comes in. And don’t worry — it’s not just a corporate buzzword. At its core, it’s about helping people move from “this is how we’ve always done it” to “okay, this is the new way,” without losing trust, engagem

We all know stuff happens. Natural disasters, data breaches, PR headaches — you name it. And when it does, how your organization responds can make or break your reputation. That’s where crisis communications comes in. It’s not just about damage control; it’s about being prepared so your team can act fast, stay confident, and keep things from spiraling. What crisis communications really means At its core, crisis communications is just a plan for how your organization talks to