About
Studying, analyzing and implementing organizational culture
KLPA Culture for Results
At KLPA we focus on studying and analyzing organizational culture with an anthropological lens. We study the internal/subjective experience of culture by interviewing leaders and employees and collecting qualitative data. We also study objective aspects of organizational culture, such as employee demographics and diversity, and existing organizational structures (for example D&I initiatives and affinity groups, hiring and retention practices, HR policies, or other relevant systems).
We look at culture as a key success factor in improving business performance. Culture guides the values and behaviors of everyone in an organization. Aligning business strategy and execution with culture is what sets great organizations apart and leads to results.
The KLPA Culture Equation
PERFORMANCE = ( S x E )C
S = Strategy, E = Execution, C = Culture
Kenneth Price, Ph.D
Principal / Executive Advisor
Bringing his decades of experience in leading Culture change and transformation, Dr. Ken Price founded KLPA.co in 2009.
He has worked with numerous CEOs and leadership teams and organizations large and small, including law enforcement agencies. From villages in rural India to the corporate boardrooms of Fortune 500 companies globally, Ken has consistently supported successful culture transformation for lasting results.
Ken currently divides his time between his residence in Atlanta with
São Paolo and Manila.
KLPA Team
KLPA.co’s uniquely qualified consultants are senior global experts with more than 200 years of applied experience across multiple industries and markets.
Our extraordinarily talented and dedicated team is located and working in countries throughout the Americas, Europe, Middle East, Africa and Asia Pacific.
Marloes Rozing
USA, Netherlands
Consultant
Elisa Guarido
Brazil
Consultant
Juliette Austin
USA, Ghana
Senior Consultant
Christine Campione
USA
Consultant
Sergio Pereira
Brazil, USA
Senior Consultant
TESTIMONIALS
KLPA uses a hands-on approach that builds trust among different ranks of teams to develop open dialogues. It can reach the ‘guts’ of the organization’s culture, extracting what is unspoken.
KLPA produced for us an analytical guide on where the leadership should prioritize game-changing efforts to improve organizational performance through a more cohesive culture.
KLPA was committed to delivering meaningful changes in organizational values, norms, and behaviors.
CEO Latin America (Brazil)
Global Fortune 200 Manufacturing Company
The learning program offered to my colleagues and me by KLPA was the best training I’ve ever had in 15 years at the Company, with all the whole brain thinking.
Engineering VP, Global Multi-Billion Dollar US-based Tech Company
What you did was you invested time and energy to get to know people individually. You were part of the team. Then it kind of grew from there. You were more side-by-side than across the table from us, and it was obvious to me and my peers. I respected that. It meant that when you said something to me, you did it from a perspective of knowledge, and that’s not always the experience I have with outside consultants.
You had a perspective that couldn’t be matched by a big-name consulting firm coming in. You knew us individually. You knew us as a team.
…
When I started working with you and focusing more on culture as a leader, the feedback I got was just “wow!”. Now, I wish I had done that more when I was a younger leader, had I known the power of culture.
CFO, Global Fortune 200 Manufacturing Company
Thank you for the excellent program, educational, tailored coaching and partnership with my team in our recent seminar series. The rich content [and] insightful guidance was very much appreciated. What set this apart however were your expertise in culture, skillful coaching and counseling to the group, individually and collectively.
Ken, your extensive and self-assessing approach has made you effective, well-grounded, thoughtful and artful as an instructor. An added high point is that you consistently modeled the behaviors of cultural competence from the very first introduction phone call until we said good-bye after dinner [on the last day. For me this was one of the most impressive elements you demonstrated to reinforce the learning.
Chief Diversity Officer, U.S. Fortune 100 Defense Company