Status is unevenly distributed. Performance follows status, not seniority. We rewire who gets visibility.
Behavioral science with teams at:
The same three people drive every conversation. Everyone else is on screen, technically present, contributing nothing visible.
Status asymmetry.
Behavior tracks perceived status more reliably than role description. Redistribute status — by changing who gets surfaced — and behavior follows.
Co-occurs with silent disagreement and backchannel release-valve patterns.
Half-day with the team. We rewire meeting structure so contribution surfaces across the team — not just from the usual three. By the end, status redistributes.
Bespoke AI software, branded as yours, that holds the new behavior in place after we leave.
Ongoing advisory until the new behavior holds on its own.
Indicative figures from past engagements; your numbers will be measured against your baseline.
"We were clear on our development focus for the year. What was much harder was identifying the right partner to work with—one that is innovative and nimble, could bring best practice and industry experience, and keep our team engaged and challenged. A tall order, and one that the Glinda Group knocked out of the park!"
Sarah Waite · CHRO, Second Harvest Heartland
"I had sky-high expectations for Jordan and Laura, and they exceeded them. Their contributions to our business have been broader and more impactful than I ever could have imagined, and I want more."
Darryl Kelly · CEO, Aspect Software
We'll tell you what pattern is likely underneath, and what an intervention would look like for your context.
What Else Hurts?