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The truth is, there is no road to profit without people — and you’ve invested a lot in yours in the name of innovation.
The tension between profit and people comes down to one question:
What is burnout costing your business?
We transform workplaces by reducing burnout and bias, resulting in increased innovation and inclusion.
You’ve found the budget for on-site childcare and free Calm apps, but it’s not changing the fact that your people dread coming to work.
Role confusion and resentment are building. Your high performers are starting to call out, and no one is chiming in on once-collaborative meetings.
Despite your best effort to attract and recruit top talent, retention and accountability are down.
People hire us when
Enter: us.
To keep your teams on the leading edge of your industry, you’ll need to rethink innovation — and start thinking about how organizations and individuals, together, have helped burnout become the norm.
A boutique consultancy focused on creating team cohesion and a generative company culture.
Group Therapy Program at Clinton Correctional Facility
Created a behavioral modification program for men who were labeled the worst behaved inmates in the state, from scratch and without budget.
This program had the highest reduction in behavior violations across the state, reducing behavior violations by 80%. Inmates who had hundreds of violations and were offending daily went 6 months in the program without a violation.
Developed prevention programming for overseas military bases
We created delivery model for sexual assault prevention programs that took the base from 4% to 96% compliant with Air Force standards within 6 months.
We worked with the CDC to create novel curriculum on violence prevention (sexual assault, domestic violence, stalking and bullying).
We developed a curriculum (leadernomics for prevention) to teach fellow violence preventionists how to create impactful and results driven programming.
This work was called a benchmark in the Air Force by the Pentagon.
Premier government workplace violence prevention and response program
Over the course of 4 years, we created a program from scratch that garnered praise from Congress, the National Academy of Sciences, and the Whitehouse.
We assisted with the development and creation of a marketing plan for a workplace culture assessment that was benchmarked by National Academies of Science.
We created a Risk mitigation strategy for the reduction of sexual misconduct in the workplace that was called revolutionary by Anita Hill and endorsed by the National Science Foundation, National Institute of Health, and staff from the UN.
Within 4 years, we increased the budget 550% with congressional approval, and increased staff from 1-9 within 3 years.
Embed
Energize
Engage
Individuals experience self-betrayal; "oh its just this once"
Individuals also experience organizational betrayal, such as their employer over promising and under delivering
organizational
personal
Individuals experience self-betrayal; "oh its just this once"
Individuals also experience organizational betrayal, such as their employer over promising and under delivering
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
Individuals experience self-betrayal; "oh its just this once"
Individuals also experience organizational betrayal, such as their employer over promising and under delivering
organizational
personal
- Employees are no longer excited about their work
- They're not optimistic about the future
- People are not at their best
- Boundaries are deteriorating
- Role confusion causes inefficiencies
- Resentment builds
- Lag in productivity and innovation
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
Individuals experience self-betrayal; "oh its just this once"
Individuals also experience organizational betrayal, such as their employer over promising and under delivering
organizational
personal
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
Individuals experience self-betrayal; "oh its just this once"
Individuals also experience organizational betrayal, such as their employer over promising and under delivering
organizational
personal
- Apathy about their jobs
- Quiet quitting
- Gossip; organizing with others and commiserating together
- Working on autopilot; not inspired about work
- Bitterness and not wanting to give the organization their best ideas
- Personal relationships start to suffer
- Work relationships deteriorate due to lack of trust
- Employees feel exhausted all the time - no amount of vacation can make them feel rested
- Employees are numb, resulting in a decrease in critical thinking, and an increase in mistakes
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
Individuals experience self-betrayal; "oh its just this once"
Individuals also experience organizational betrayal, such as their employer over promising and under delivering
organizational
personal
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
Individuals experience self-betrayal; "oh its just this once"
Individuals also experience organizational betrayal, such as their employer over promising and under delivering
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
At this point, burnout is a crisis and organizations typically call in support.
Individuals experience self-betrayal; "oh its just this once"
Individuals also experience organizational betrayal, such as their employer over promising and under delivering
organizational
personal
Calling out
Not speaking up in meetings
Sharing on public forums about their experience at the org
People are quitting; attrition rate increases
HR is seeing more discrimination and harassment complaints and reasonable accommodation requests
Worry about the org's reputation increases
Competitors are beating you to the punch with innovative solutions
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
Individuals experience self-betrayal; "oh its just this once"
Individuals also experience organizational betrayal, such as their employer over promising and under delivering
organizational
personal
Re-build
Reemerge
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
Energize
Engage
Individuals experience self-betrayal; "oh its just this once"
Individuals also experience organizational betrayal, such as their employer over promising and under delivering
Regardless of which stage of Burnout your organization and its employees are experiencing, we take a dual-responsibility approach, applying our three step processes.
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
Energize
Engage
organizational
Maintaining:
When organizations and individuals are maintaining, everything is status quo. Habits have been formed. For individuals, the honeymoon phase has worn off.
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
Burning Bright:
The result is that your organization and its individuals are now Burning Bright — meaning, better than where you started.
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
Maintaining:
When organizations and individuals are maintaining, everything is status quo. Habits have been formed. For individuals, the honeymoon phase has worn off.
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
organizational
personal
Individuals experience self-betrayal; "oh its just this once"
Individuals also experience organizational betrayal, such as their employer over promising and under delivering
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
organizational
personal
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
- Employees are no longer excited about their work
- They're not optimistic about the future
- People are not at their best
- Boundaries are deteriorating
- Role confusion causes inefficiencies
- Resentment builds
- Lag in productivity and innovation
organizational
personal
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
organizational
personal
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
- Apathy about their jobs
- Quiet quitting
- Gossip; organizing with others and commiserating together
- Working on autopilot; not inspired about work
- Bitterness and not wanting to give the organization their best ideas
- Personal relationships start to suffer
- Work relationships deteriorate due to lack of trust
- Employees feel exhausted all the time - no amount of vacation can make them feel rested
- Employees are numb, resulting in a decrease in critical thinking, and an increase in mistakes
organizational
personal
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
At this point, burnout is a crisis and organizations typically call in support.
organizational
personal
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
- Calling out
- Not speaking up in meetings
- Sharing on public forums about their experience at the org
- People are quitting; attrition rate increases
- HR is seeing more discrimination and harassment complaints and reasonable accommodation requests
- Worry about the org's reputation increases
- Competitors are beating you to the punch with innovative solutions
organizational
personal
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
Re-build
Reemerge
Energize
Engage
organizational
Maintaining
Languishing
Deadly Silence
Burnout Crisis
Burning Bright
Regardless of which stage of Burnout your organization and its employees are experiencing, we take a dual-responsibility approach, applying our three step processes.
Energize
Engage
Maintaining
Deadly Silence
Burnout Crisis
Burning Bright:
The result is that your organization and its individuals are now Burning Bright — meaning, better than where you started.
Languishing
Burning Bright
Kelley is a licensed therapist with masters degrees in both social work and criminal justice, and leads a team of HR professionals, positive psychologists, instructional designers, and expert trainers with a combined 25+ advanced degrees and certifications, and collective 120+ years of professional experience.
We support your leadership team, your talent, and your growth-track, securing your organization’s position on the better-business landscape.
about us
It’s time to change the way we treat our talent, for a better future for us all.
Called “a benchmark in her field” by the Pentagon, Kelley Bonner impacts culture and policy across the globe, evangelizing the way we talk about the cost of burnout in the workplace.
Tina Fang - Chief Deputy at Colorado Office of Public Defenders
Working with Kelley is easy and supportive. She has the connections necessary to help build a plan that incorporates many different layers of a strategy. She is flexible and strives to meet the needs of the organization. So far, we have been able to launch a whole cache of resources and she remains in contact for follow-up help and ideas as needed. I highly recommend her.
Elizabeth Gouéti - Director of Diversity, Inclusion and Belonging at NetApp
I’ve had the privilege of working with Kelley multiple times to develop strategies to drive equity in large tech organizations. She has the keen ability to leverage data and manage the human side of this work to bring forth success. Through her work, I’ve been able to move the needle in a meaningful way. Kelley makes strategy sexy.
Working with [Burn Bright] has been a great experience. They are superb at translating deep expertise in mental health into an engaging and impactful experience for participants. They took the time to understand our organization’s mission-driven, scientific culture. We were able to create multiple workshops that served our community, and I happily referred them to colleagues at other organizations because of the quality of their work.
Wellbeing Director at The Broad Institute of MIT and Harvard
We worked with Kelley on a Fortune 500 C-level leadership offsite event. She took time to deeply understand the audience so she could deliver the most impactful presentation, guide difficult but necessary discussions, and facilitate workshops to help the team evolve their thinking and behaviors. Her approach to inclusive innovation, diversity and belonging was presented in the context of broader corporate goals and strategies, creating the necessary connection between the two for our client. She is truly a powerhouse and is uniquely skilled at moving the needle on helping teams operate with an “inclusive innovation” approach. We could not recommend her enough and look forward to teaming up with her again!
Alison Miley - Senior Vice President of Communications at Services Notion Strategies
