Disruptive Empathy
Consulting
Your security culture is a leadership problem. This engagement is built to address it at that level.
Overview
Most organizations treat security culture as a training and awareness problem. They send the phishing simulations, run the annual compliance training, and measure click rates. What they don't measure is whether their leadership behavior is creating an environment where people feel safe reporting problems, taking ownership of risk, and acting with genuine accountability. The Disruptive Empathy consulting engagement is built around that gap. It's a structured, high-touch engagement that works at the leadership level to align how your organization communicates, responds, and builds trust around security and risk.
The organizations where security actually works are not the ones with the most sophisticated controls. They're the ones where people trust that doing the right thing will be recognized, and that making a mistake won't end a career. That kind of culture doesn't happen by accident. It's built deliberately, starting at the top.
Culture Assessment
A structured discovery process that surfaces the gap between the culture you intend and the one your people actually experience. Interviews, observations, and pattern analysis at the leadership level.
Framework Development
A communication and accountability framework tailored to your organization's structure, industry context, and leadership team. Built to be used, not filed away.
Leadership Facilitation
Working sessions with your leadership team to apply the framework, surface assumptions, and practice the kinds of conversations that build trust and accountability in the organization.
Culture is not a value on a poster. It's what happens in the room when the stakes are real and everyone is watching how leadership responds.
How the Engagement Works
Discovery and Assessment (Weeks 1 to 3)
Structured interviews with leadership team members and key stakeholders. Review of existing policies, communication patterns, and incident history. Identification of the specific gaps the engagement will target.
Framework Development (Weeks 3 to 6)
Development of a communication and accountability framework specific to your organization. Includes language, protocols, and leadership behaviors that reinforce the kind of culture you are trying to build.
Leadership Facilitation (Weeks 5 to 8)
Two to three facilitated working sessions with your leadership team to apply the framework, stress-test it against real scenarios from your organization, and build practical habits around it.
Follow-Through and Measurement (Weeks 8 to 12)
A 90-day action plan with measurable milestones. Biweekly check-ins during the follow-through period. A close-out assessment comparing baseline findings to observable outcomes at the end of the engagement.
Who This Is For
- Organizations that have invested in technical security but are still experiencing avoidable incidents driven by human behavior
- Leadership teams navigating a culture reset after an incident, audit finding, or regulatory action
- Companies preparing for a board or investor conversation about organizational risk
- Executive teams that want to build a culture of accountability but aren't sure where the current one is actually breaking down
- Organizations scaling through growth or M&A where security culture alignment is at risk
Common Questions
How is this different from a security awareness training program?
Security awareness training focuses on changing employee behavior through education. This engagement focuses on how leadership behavior shapes the environment that all employee behavior happens in. The goal isn't to give people more information. It's to change the conditions under which they act on it.
What does the engagement produce?
Depending on the engagement scope, deliverables include a culture assessment with findings and leadership behavior observations, a communication and accountability framework tailored to your organization, a 90-day action plan with measurable milestones, and facilitated working sessions with leadership. The focus is on outcomes you can act on, not reports that sit in a folder.
How long does an engagement typically run?
Most engagements run 60 to 90 days. The discovery and assessment phase takes two to three weeks. The framework development and facilitation phase runs four to six weeks. The remainder is follow-through support and measurement. Shorter accelerated formats are available for organizations with a specific event or decision driving the timeline.
What does this cost?
Pricing is scoped based on your organization's size, the number of leadership stakeholders involved, and the depth of follow-through support needed. Starting engagements typically range from $8,000 to $18,000. Contact for a scoping conversation and a specific proposal.
Want to bring this to your team first? The Disruptive Empathy for Leadership Teams workshop is a lower-commitment way to introduce the framework before committing to a full engagement.