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CULTURAL RESPONSIVENESS CONSULTING
CULTURAL COMPETENCY
Kendall & Kendrick understands that organizations must be culturally competent to succeed in today's marketplace. Organizations must have a clearly defined set of beliefs, principles, behaviors, attitudes, rules, and structures to function effectively across cultures. They must have the ability to
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Self-assess
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Recognize gender dynamics
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Identify institutionalized cultural discrepancies
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Drive cultural competency through policies and structures
Our proprietary Culturally Progressive Leadership Framework (CPLF) was developed to provide a customized approach to each organization's goal—offering long-term solutions.
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CPLF provides leadership direction for building culturally responsive organizational practices, policies, and structures through
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Leadership Cultural Assessment
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Leading Cultural Deconstruct and Reconstruct
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Leading Change Through the Lens of Various Perspectives
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Promoting a Culturally Responsible Environment
INCLUSIVE SYSTEMS DESIGN
The Inclusive Systems Design Framework offered exclusively by Kendall & Kendrick will assist organizational leaders by examining their current operating systems and directing the process of embedding cultural responsiveness elements throughout the organization, not exclusively as a Human Resources (HR) function.
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This customized, innovative approach requires comprehensive leadership collaboration from the following areas of the organization:
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Executive Leadership
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Human Resources
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Finance
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Sales
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Marketing
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Operations
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Legal
The Inclusive Systems Design Framework must be embedded not only within the company's operations but also in the core values, ethics, and culture.
MERIT-BASED SUCCESSION PLANNING
Our succession planning model is rooted in objectivity, transparency, and readiness. Rather than relying on manager referrals, it uses AI to compare future role requirements—competencies, skills, and leadership traits—with internal talent based on education, experience, performance history, and growth potential.
Key data points include certifications, relevant experience, 360 feedback, and demonstrated leadership under pressure. The model highlights potential successors based on merit, not visibility or networks.
From there, the system recommends tailored development plans such as skills training, executive coaching, targeted leadership programs, or mentorship. A readiness timeline ensures clarity on when a candidate is likely to meet the expectations of a future role.
This proprietary approach removes subjectivity and ensures that no capable candidate is overlooked due to informal influence. Advancement is determined by alignment with role demands—not social capital—building a resilient, future-ready leadership pipeline.
GLOBAL DISC ASSESSMENT
Global DISC assessments are a vital tool at Kendall & Kendrick for assisting our clients in developing more productive working relationships.
Global DISC is an International Coaching Federation (ICF)-accredited, multi-award-winning assessment and coaching solution that uses individual and group mentality to unleash the potential within and between individuals. Personal preferences are measured using Global DISC, based on cultural orientation and personality type.
This assessment uses the terminology of the most extensively used behavioral model, Dominance, Influence, Steadiness and Conscientiousness (DISC), to present the idea of cultural intelligence (ICQ). It explains what, how, and why people think and act in such disparate ways and how to harness their diversity to create synergy.​ Global DISC will assist you in determining where you need to "bridge the gap" to achieve successful business outcomes, whether you are working locally or worldwide. It is an excellent resource for global leaders, multi-cultural teams, and anyone who works with people from other countries or cultures.
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