YOUR CORPORATE CULTURE COMPANION
The Asterisk Group is a cultural dynamics and intelligence firm that helps organizations assess their culture, identify risks to equitable experiences, and design strategies that increase performance, making inclusion operational.
Gallup puts the cost of replacing a single employee at one-half to two times their annual salary, and every disengaged score on your last survey is a warning sign already ticking. Multiply that across your team, and silence costs more than solutions ever will. This is exactly where I come in: turning sentiment data into a retention strategy before your best people become your next exit interview. Let's talk before the number gets bigger.
due to voluntary exits and staff turnover
Your organization is on track to lose thousands this year...
Cultural intelligence is the ability to notice what's really going on inside the broader context when cultures and working styles meet.
It's understanding how friction shows up and how to navigate the power dynamics that come with racial, gender, age, religious and other identity groups working together under white male leadership. It's about knowing how communication, hierarchy, time, and feedback are perceived and operate even amongst best intentions.
cultural intelligence?
What is
People choose The Asterisk Group because we don't overlook what’s often overlooked, footnoted, or misunderstood. We know there are small happenings that hold great meaning, context, and power when decoded.
We are different because we are looking for the nuanced 'why' behind diversity and bring a critical and unconventional approach to showcasing the insights and transformation in every detail.
call me?
Why do organizations
The asterisk is a nod to what’s often overlooked, footnoted, or misunderstood, but holds meaning, context, and power when decoded. It’s a brand fluent in culture, identity, and the invisible forces that shape belonging and behavior.
What are
cultural dynamics?
Cultural dynamics are what unfolds, often without warning, when different backgrounds, identities, and ways of working land in the same room.
The dynamics trace back to structures of race, gender, age, religion, and other identities operating within, and often around, dominant white male norms. Day to day, it plays out in mismatched expectations: what counts as speaking up versus staying in your lane, who holds authority and why, how urgency gets defined, and how criticism lands depending on who's giving and receiving it. None of this requires bad intent to cause real friction, it just requires difference meeting an uneven playing field.
trusted by:
Sample Gameplan
We take a step back and look honestly at your current culture and team dynamics: what's working, where the gaps are, and why. You get a clear picture, backed by real data, and someone walking you through it at every step.
Review the film
Step 1:
Step 2:
Make halftime adjustments
Step 3:
Execute the gameplan
We build a focused plan with specific, measurable ways to improve retention, engagement, and performance, and stay involved as you put it into action.
We bring your leadership and key teams together to sit with the findings, agree on priorities, and decide where to focus first. You come out of it with a more informed, aligned, and engaged team.
Not everything that is faced can be changed,
but nothing can be changed until it is faced.