The Ignition Partnership
Deep organizational work for groups ready to move, not just talk about moving.
A multi-month consulting engagement diagnosed, designed, and adapted in real time based on what deep discovery reveals. The scope has a shape. The timeline has boundaries. What gets built inside that structure is always determined by where the organization actually is, not where it thinks it is, and not where a template says it should be.
AT A GLANCE
Format
90 days or 6 months
Sessions
4-12+ (scope-dependent)
Discovery
Weeks 1-3, included
Deliverables
Diagnostic map, engagement plan, impact report + toolkits
Location
In-person preferred
Investment
Contact for pricing
The principle underneath everything
The Ignition Partnership is not a fixed curriculum delivered to an organization. It is a living engagement diagnosed, designed, and adapted in real time based on what discovery reveals. This is not flexibility born of unpreparedness. It is precision born of deep diagnostic skill, knowing what to look for before you walk in, and building the engagement around what you actually find.
INVESTMENT
90-DAY ENGAGEMENT
$X,XXX
Focused scope · 1 clear challenge · 4–6 sessions · org norming or performing
6-MONTH ENGAGEMENT
$X,XXX
Complex challenges · 8–12+ sessions · multiple workstreams · org in forming or storming
"I am really listening to first understand versus hoping to sell them on my preconceived idea of what they need. I am preparing to adapt and contextualize my support to meet the needs of the personality in front of me and their unique issues."
— KRISTY RANGEL · IGNITION PARTNERSHIP INTERNAL ARCHITECTURE
Is your organization ready?
Before any Ignition Partnership begins, we assess whether the organization is genuinely ready for deep work or whether it thinks it is ready but isn’t. These are not the same thing, and treating them as the same is how engagements fail.
Signs of genuine readiness
Leadership willing to be in the room alongside staff. Stated willingness to hear uncomfortable truths. Pattern of trying to address challenges and recognizing those attempts fell short. Authority to act. Patience for process, not expecting a fix.
Signs of not quite ready
Wants a deliverable but won’t examine conditions underneath it. Unresolved distrust between key players. Person commissioning the work may be the source of dysfunction. Timeline expectations are unrealistic for the depth of change sought.
The group development diagnostic
At the heart of discovery is one diagnostic question running throughout: where is this group in its development, and what does that mean for where we start?
The engagement design begins here.
FORMING
TRUST STAGE
Structured connection between Kristy and the room, and among participants. Followed by the Ignition moment: a brain science or human development truth that names something every person in the room has already experienced. Eyes widen. Even the skeptics crack the door.
STORMING
CONFLICT STAGE
Visible or invisible competition. Subgroups forming. Resistance to authority. Saying one thing and doing another. Energy spent on politics. Must resolve: named and processed conflict, shared decision-making agreements, trust that disagreement is safe.
NORMING
SYSTEMS STAGE
Inconsistent processes. Unclear communication channels. New people cannot be onboarded effectively. Decisions made but not documented or followed through. Must resolve: agreed-upon processes, documented systems, shared language and norms.
PERFORMING
MISSION STAGE
Team is functional but not inspired. Work is happening but meaning has faded. Mission drift beginning to show. Must resolve: reconnection to purpose, growth pathways for individuals, strategic clarity about direction.
The four-phase engagement structure
The sequence is fixed. The pace is adaptive. The timeline for each phase is determined by what discovery reveals and the overall engagement length.
Deep Discovery
WEEKS 1-3
Listening sessions with key stakeholders using the facts-feelings-implications-decisions questioning framework. Document review. One-on-one interviews with leadership and representative staff. Real-time group development diagnosis. What most consultants skip: listening long enough to hear what is not being said, and proposing a different starting point when the requested deliverable would be built on a broken foundation.
➜
Engagement Design
WEEKS 3-4
Using the diagnostic map, design the full engagement arc: session sequence, professional learning content, facilitated experiences, progress markers, and embedded reflection. Everything custom-built for this organization’s people, culture, and developmental stage. No templates. No pre-built curricula dropped into a new context. The visible work and the real work always run simultaneously.
➜
Active Engagement
MONTH 2 THROUGH CLOSE
Deliver the designed sessions. Read the room at every session and adapt in real time. Continue the diagnostic work throughout progress in group development is not linear. Build in structured reflection at regular intervals. Document key decisions, agreements, and learnings as you go. Progress markers tracked: trust, participation, systems, leadership, mission.
➜
Transfer & Close
FINAL 2-3 WEEKS
Ensure the work lives beyond the engagement. Finalize and deliver the documentation package. Closing session that allows the organization to name its own progress, own its decisions, and articulate what comes next. Leave behind frameworks and tools the team uses independently. Final leader debrief. End-of-engagement impact report.
The transfer principle
"The measure of a successful Ignition Partnership is not what the organization can do with you present. It is what it can do after you leave. Every session, every framework, every documented decision is in service of that moment."
What you receive
Internal Diagnostic Map
Your private document: current group development stage, the presenting vs. actual problem, trust and systems conditions, the leader’s style and impact, and the recommended starting point for the engagement design.
Engagement Plan
Session sequence and objectives, content and facilitation approach for each session, progress markers for each phase, and the visible deliverable the client expects alongside the deeper work embedded within it.
End-of-Engagement Impact Report
What was discovered, what was designed, what changed, and what remains. A complete record of the engagement from diagnosis through transfer.
Facilitation Frameworks & Toolkits
Everything the team needs to continue the work independently. Session documentation and decision records. Recommended next-phase scope if continued partnership is appropriate.
Ready to go deeper with your organization?
A 90-day or 6-month engagement begins with a conversation. No pitch. Just listening.
