Signed in as:
filler@godaddy.com
CORPORATE THRESHOLD SUPPORT™
YOU'RE NOT LOSING PEOPLE TO "PERSONAL REASONS."
YOU'RE LOSING THEM TO THRESHOLDS.
THE EXIT INTERVIEW PATTERN:
"It's personal reasons."
"Family situation."
"Need to focus on my health."
"It's not you, it's me."
TRANSLATION:
"I'm going through something profound, and this organisation can't hold me through it."
THE NUMBERS:
- 40-60% of turnover is threshold-related (divorce, death, diagnosis, caregiving, identity crisis)
- Average replacement cost: 50-200% of annual salary
- Lost institutional knowledge: Incalculable
- Impact on remaining employees: Demoralisation, burnout, questioning their own future
YOU'RE HEMORRHAGING TALENT AND MONEY because you don't have threshold support infrastructure.
WHAT YOU'VE TRIED (That Didn't Work):
✗ EAP (3-6 therapy sessions don't hold someone through 12-month grief process)
✗ Wellness programmes (meditation apps don't support divorce threshold)
✗ Mental health days (2 days don't help when your parent is dying)
✗ "Thoughts and prayers" (empathy without structure doesn't retain people)
✗ Telling people to "take time off" (and hoping they come back - they don't)
These aren't bad. They're just insufficient for threshold crossings.
THRESHOLD SUPPORT AUDIT & STRATEGY
8-week organisational assessment
What it is: Comprehensive evaluation of your current capacity to support employees through thresholds + strategic roadmap for building threshold-aware culture.
What you get:
- Stakeholder interviews (HR, managers, executives, employees)
- Policy analysis (leave, EAP, wellness, performance management)
- Turnover pattern analysis (how many exits are threshold-related?)
- Cost-benefit analysis (current costs vs. threshold support investment)
- Complete audit report (40-60 pages)
- Strategic recommendations (what to build, how, when)
- Implementation roadmap (6-12 months, phased)
- Executive presentation + Q&A
Who it's for:
- Exploring whether threshold support is right investment
- Need business case for leadership
- Want expert assessment before committing to full programme
- Unclear where to start
PROGRAMME IMPLEMENTATION
6 to 12 month full build-out
What it is: Complete construction of Threshold Support Programme - policies, training, practitioner network, infrastructure, culture shift.
The 5 phases:
- Foundation (policies, governance, infrastructure)
- Training rollout (HR intensive, manager workshops, train-the-trainer)
- Pilot program (5-15 employees supported through real thresholds)
- Full rollout (organisation-wide launch, 15-30+ employees supported)
- Sustainability (HR independence, continuous improvement, Year 1 celebration)
What you get:
- All policies written and approved
- All managers trained (100% completion)
- Vetted practitioner network (5-20 practitioners contracted)
- Infrastructure operational (request system, case management, measurement)
- Programme materials (employee resources, manager toolkits, communication templates)
- Quarterly reporting (outcomes, metrics, ROI)
- Sustained support throughout
Who it's for:
- Committed to building threshold-aware culture
- Have leadership buy-in and budget
- Ready for comprehensive transformation (not pilot or test)
- Want full support from strategy through sustainability
MANAGER TRAINING WORKSHOPS
Half-day to 2-day training
What it is: Standalone training for managers on recognising and responding to employees at thresholds.
Formats:
- Half-day workshop (3.5 hours): Foundations
- Full-day workshop (7 hours): Advanced skills
- Three-session series (3 × 3.5 hours over 6 weeks): Mastery
- Train-the-trainer (2 days): Certify internal facilitators
What managers learn:
- What thresholds are (and why "just move on" doesn't work)
- How to recognise threshold signs (before employee exits)
- Conversation framework (what to say, how to hold)
- Resources and boundaries (when to refer, what's your role)
- Cultural impact (how threshold support transforms teams)
Who it's for:
- Want to build manager capacity quickly (without full programme)
- Need immediate skill-building (turnover is urgent)
- Testing threshold support approach (before committing to full programme)
- Building on existing wellness initiatives
EXECUTIVE THRESHOLD MENTORSHIP
3-12 months, confidential 1-on-1
What it is: Private depth work with senior executive navigating major life/career threshold-adapted from Year of Becoming™ for corporate leadership.
Who it's for (executives experiencing):
- Career threshold (new job, promotion, demotion, succession, retirement, vocational crisis)
- Divorce (threatening career focus or public image)
- Death (parent, partner, child-grief impacting leadership)
- Diagnosis (health crisis, mortality reckoning)
- Identity crisis (success achieved but existential emptiness)
- Burnout or breakdown (on edge of leaving)
What it provides:
- Confidential space (no reporting to board/HR unless executive chooses)
- Depth work (not executive coaching-threshold crossing support)
- Retention (keep valuable leader through passage)
- Transformation (leader emerges more grounded, authentic, effective)
Formats:
- Intensive (3-6 months, bi-weekly sessions)
- Extended (6-12 months, monthly sessions)
- Executive Year of Becoming™ (12 months, full programme)
- Crisis intervention (2 weeks, immediate availability)
Who it's for (organisations):
- Worried about losing key executive to personal crisis
- Want to support leader's whole-person wellbeing
- Value leadership development through depth work
- Invested in executive retention
CRISIS RESPONSE CONSULTING
1-8 weeks, immediate intervention
What it is: Rapid-response organisational consulting when crisis strikes-sudden death, mass retrenchments/layoffs, scandal, violence, collective trauma.
When you need this:
- Sudden death (CEO, beloved colleague, workplace accident)
- Mass retrenchments/layoffs (survivors' guilt, morale collapse, trauma)
- Public scandal (organisational shame, identity crisis)
- Violence (shooting, assault, trauma)
- Merger/acquisition chaos (cultural collision, identity loss)
- Any collective organisational trauma
What I provide:
- Within 24-48 hours: Onsite or immediate virtual engagement
- Week 1: Emergency interventions (town hall, leadership coaching, processing groups, HR support, communication strategy)
- Weeks 2-8: Sustained healing (rituals, values workshops, ongoing support, capacity building)
Models:
- Rapid response (1-2 weeks): Stop the bleeding
- Sustained response (4 weeks): Initial healing
- Extended support (6-8 weeks): Deeper integration
- Crisis + Programme Implementation (4-9 months): Full transformation post-crisis
Who it's for:
- You're IN crisis NOW (not planning for potential future crisis)
- Need immediate expert intervention
- Want to prevent organisational collapse
- Committed to conscious crossing (not just PR damage control)
RETAINED ADVISORY
Ongoing monthly retainer
What it is: Continuous access to threshold support expertise-strategic guidance, cultural evolution support, programme sustainability, insurance against future crises.
Models:
- Programme Sustainability: Post-implementation ongoing support (monthly strategic calls, quarterly leadership presentations, Board HR Committee Membership, annual training refresh)
- Post-Crisis Ongoing Support: Continued healing after crisis response (monthly check-ins, bi-monthly processing groups, annual rituals)
- Strategic Cultural Advisor: Ongoing strategic partnership (quarterly leadership retreats, monthly calls, annual cultural assessment)
- Light-Touch Advisory: Minimal support for mature programmes (quarterly calls, email consultation, board committee advisory, annual review)
Who it's for:
- You've built threshold support programme and want sustained support
- Post-crisis and need ongoing healing (not one-time intervention)
- Value long-term strategic advisor on threshold-aware culture
- Want insurance against future crises (priority access, discounted response)
WHY CFOs AND BOARDS APPROVE THIS INVESTMENT
THE COST OF DOING NOTHING:
Current state (no threshold support):
Annual turnover: 15-25% (industry average)
Threshold-related turnover: 40-60% of that (6-15% of workforce annually)
For 500-employee organisation:
- 30-75 threshold-related exits per year
- Replacement cost per employee: R500K-R1.5M / $40K-$125K (50-200% of salary)
- Total annual cost: R15M-R112M / $1.2M-$9.4M
Plus:
- Lost productivity during vacancy
- Lost institutional knowledge
- Demoralisation of remaining employees
- Damage to employer brand ("They don't care about people")
THE INVESTMENT IN THRESHOLD SUPPORT:
Year 1 (Build):
Programme Implementation: R500K to R1.5M / $42K to $125K (depending on org size)
Includes:
- Complete programme build-out
- All manager training
- Practitioner network
- Infrastructure
- Year 1 support for 15-30 employees
Cost per employee supported: R17K to R50K / $1.4K to $4.2K
Year 2+ (Sustain):
Retained Advisory: R300K-R600K / $25K-$50K per year (depending on model)
PLUS ongoing threshold support costs:
- Per employee threshold support (practitioner fees): R15K-R30K / $1.25K-$2.5K per employee per threshold
- 30-50 employees supported per year: R450K-R1.5M / $37.5K-$125K
Total Year 2+ cost: R750K-R2.1M / $62.5K-$175K per year
THE ROI:
IF YOU RETAIN 50% OF EMPLOYEES WHO WOULD HAVE LEFT:
Threshold-related exits: 30 to 75 per year
50% retention: 15 to 38 employees retained
Replacement cost saved: R7.5M-R57M / $625K-$4.75M per year
LESS threshold support investment: R750K to R2.1M / $62.5K to $175K
NET SAVINGS: R5.4M-R55M / $450K to $4.5M per year
ROI: 250 to 2,600% (depending on organisation size and retention improvement)
Payback period: 3 to 6 months
PLUS INTANGIBLE BENEFITS:
- Enhanced employer brand (known as organisation that actually cares)
- Increased employee engagement and loyalty
- Stronger manager capability
- More psychologically safe culture
- Competitive advantage in talent market
PRICING SUMMARY
APPLY FOR CORPORATE THRESHOLD SUPPORT™
Complete corporate services application.
I'll review and respond within 5-7 business days with either:
- Invitation to consultation (60-90 min deep-dive)
- Request for more information
- Honest assessment + referrals if different support better fit