Kristin Chase is an ICF-certified executive coach, PROSCI-certified change practitioner, culture strategist, and organizational development consultant with over 24 years of experience. She previously served as Senior Director of Organizational Development at Universal Destinations & Experiences, and is based in Orlando, FL. Learn more about Kristin
What industries do you serve?
Kristin works primarily with hospitality, entertainment, and non-profit organizations, drawing on her extensive experience at Universal Destinations & Experiences. However, her consulting and coaching approaches apply across industries including technology, finance, healthcare, and the public sector. See examples across industries
Do you work with organizations outside of Florida?
Yes. While Chase Talent Development is based in Orlando, FL, Kristin partners with clients worldwide. Coaching and consulting engagements are available in person or virtually, making it easy to collaborate regardless of location. Get in touch to start a conversation
Culture Consulting & Organizational Development
What is culture diagnostics consulting?
Culture diagnostics consulting is a structured process that helps organizations understand how work really gets done. It assesses leadership behaviors, organizational norms, trust, accountability, and alignment between stated values and lived experience. The goal is to identify the specific cultural drivers that accelerate or undermine performance, and build a practical transformation roadmap. Learn about our culture strategy services
How long does a culture transformation take?
A culture diagnostic typically takes 6 to 12 weeks to complete. Full culture transformation is a longer-term effort, usually 12 to 36 months, depending on the organization's size, complexity, and readiness for change. We design phased roadmaps that deliver early wins while building toward sustained, lasting shifts. Schedule a consultation to discuss your timeline
What is an Employee Value Proposition (EVP)?
An Employee Value Proposition (EVP) is the unique set of benefits, culture, and opportunities an organization offers employees in exchange for their skills and contributions. A strong EVP answers the question "why would someone choose to work here?" by articulating what makes the employee experience distinctive, including compensation, development, purpose, and belonging. Organizations with a clearly defined EVP see stronger talent attraction, higher engagement, and lower turnover. Explore our EVP & values services
What is the ADKAR change management model?
ADKAR is a goal-oriented change management model developed by Prosci. The acronym stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. These are the five outcomes an individual must achieve for a change to be successful. Rather than focusing solely on organizational-level plans, ADKAR addresses the human side of change by helping leaders understand where people are getting stuck and what support they need to move forward. Kristin is a Prosci-certified change practitioner who integrates ADKAR into her culture strategy consulting. Learn about our change management approach
What is 360-degree feedback?
360-degree feedback is an assessment process where a leader receives confidential input from their manager, peers, direct reports, and sometimes clients. This provides a comprehensive view of their strengths and development areas. Unlike a traditional top-down review, 360 feedback captures how a leader is experienced across the organization. The results are used to create targeted development plans, often paired with executive coaching. Explore our assessment & debrief services
What is succession planning?
Succession planning is the process of identifying and developing internal talent to fill critical leadership roles when they become vacant. Effective succession planning goes beyond simply naming replacements. It involves assessing readiness, building development pathways, and creating a pipeline of future leaders who can step into key positions with confidence. It often works hand-in-hand with performance and talent management and high-potential development programs. Learn about our high-potential programs
What are employee engagement surveys?
Employee engagement surveys are structured tools that measure how connected, motivated, and committed employees feel toward their work and organization. They capture data on topics like trust in leadership, career development opportunities, team dynamics, and alignment with company values. The real value comes not from the survey itself, but from acting on the results: closing the loop with employees and making visible changes based on their feedback. Explore our listening & feedback services
Executive Coaching & Leadership Development
How does executive coaching work?
Executive coaching is a confidential, one-on-one partnership between a coach and a leader. Sessions focus on real-time challenges, strategic decision-making, executive presence, and leadership effectiveness. Coaching typically runs 3 to 12 months with regular sessions, and may include assessments like Hogan or 360 feedback to inform development priorities. See our coaching services
What is a high-potential (HiPo) employee?
A high-potential (HiPo) employee is someone identified as having the ability, aspiration, and engagement to advance into leadership roles at a significantly higher level than their current position. HiPo identification goes beyond performance by evaluating learning agility, leadership readiness, and cultural fit for future roles. Organizations invest in HiPo programs to retain top talent and build a strong leadership bench through targeted assessments and performance management. Explore our high-potential programs
What is new leader assimilation?
New leader assimilation is a structured onboarding process that accelerates trust-building between a newly placed leader and their team. Rather than letting relationships develop organically over months, the process facilitates open dialogue about expectations, working styles, and team dynamics. This helps the leader gain credibility and the team gain clarity from day one. It's often combined with team effectiveness work to build lasting alignment. Learn about our executive onboarding services
What is executive presence?
Executive presence is the combination of confidence, communication, and gravitas that enables a leader to inspire trust, command attention, and influence outcomes. It encompasses how a leader speaks, listens, carries themselves, and makes decisions under pressure. Executive presence is not innate. It can be developed through coaching, feedback, and deliberate practice using tools like 360-degree assessments. Explore our emerging executive coaching
What are competency models and career maps?
Competency models define the specific skills, behaviors, and knowledge required for success in a given role or level within an organization. Career maps build on competency models by showing employees clear pathways for growth, outlining what they need to develop to move from one role to the next. Together, they create transparency, reduce bias in talent decisions, and help employees take ownership of their development. They often integrate with performance and talent management systems. Learn about our competency & career mapping services
What certifications should an executive coach have?
The gold standard for executive coaching is certification from the International Coaching Federation (ICF), which requires rigorous training hours, mentor coaching, and demonstrated competency. Other respected credentials include Prosci certification for change management, Hogan assessment certification, and relevant advanced degrees in organizational development or psychology. Kristin Chase holds ICF and Prosci certifications along with a master's degree in industrial-organizational psychology. Schedule a conversation with Kristin
Keynote Speaking
Does Kristin offer keynote speaking?
Yes. Kristin delivers keynote presentations on employee engagement, leadership development, and building high-performance cultures. Her speaking style blends research-backed frameworks with real-world stories from her career in hospitality and entertainment. Keynotes are available for conferences, leadership summits, and corporate events. View keynote offerings
What keynote topics are available?
Kristin offers a range of keynote topics spanning culture, talent planning, leadership development, change management, and personal effectiveness. Her signature keynotes include "Leading by Listening: Engagement for the Future of Work", which explores how leaders can use listening as a strategic tool to drive engagement and retention, and "Next Level Leadership: Find Your High Potential Stars", which focuses on identifying and developing high-potential talent before they disengage or leave. Additional topics include "The Culture Chase: Diagnose and Design Your Dream Company Culture,""Talent Talks: Success in Succession Planning beyond the C-Suite,""Next Level Leadership: Pivoting Operational Managers to Strategic Leaders,""Leading by Empowerment: Defining What's Truly Urgent and Important,""Leading Through Change: Stakeholder Inspiration and Communication,""Leading Through Feedback: Candid and Caring Conversations," and "Leading with Energy: Focus and Renewal." Every keynote can be tailored to your audience and event format. Inquire about booking a keynote
Workshops & Executive Offsites
What is the difference between a team effectiveness workshop and an executive offsite?
A team effectiveness workshop is a focused session designed to improve how a specific team works together. It addresses dynamics like trust, communication, role clarity, and decision-making. An executive offsite is a broader strategic experience for senior leadership teams, typically covering organizational priorities, alignment on vision, and leadership cohesion. Offsites often include team effectiveness elements but are scoped around business strategy and senior team dynamics. Discuss which format fits your team
Can workshops and offsites be customized?
Absolutely. Every workshop and offsite is designed around your team's specific context. Kristin conducts pre-session discovery, including stakeholder interviews and optional assessments, to understand the real dynamics at play. The session design, exercises, and outcomes are then tailored to your goals. There is no off-the-shelf program. See our offsite design process
Getting Started
What does the first conversation look like?
It starts with a complimentary discovery call, typically 30 minutes. Kristin listens to understand your situation: what's working, what's not, and what you're trying to achieve. There's no pitch or pressure. The goal is to determine whether there's a fit and, if so, what the right starting point would be. From there, she'll outline a recommended approach and scope. Schedule a discovery call
How do I know if this is right for my organization?
If your organization is navigating a leadership transition, experiencing engagement challenges, trying to retain top talent, or preparing for growth, these are strong signals that culture consulting or executive coaching would add value. Kristin works best with leaders who are open to honest feedback and committed to doing the work, not just checking a box. If you're unsure, the discovery call is designed to help you figure that out. Start with a conversation
Engagement Structure & Pricing
How are engagements structured?
Engagements are scoped to your specific needs. Consulting projects are typically structured as fixed-scope engagements with clear deliverables and timelines. Executive coaching is delivered in 3-, 6-, or 12-month packages with regular sessions. Workshops and offsites are priced per session, including design, preparation, and facilitation. Every engagement begins with a discovery conversation to define the right structure. Request a proposal
What does pricing look like?
Pricing varies based on scope, duration, and complexity. Rather than publishing a rate card, Kristin provides custom proposals after understanding your goals and context. This ensures you're investing in exactly what your organization needs — nothing more, nothing less. The discovery call is always complimentary. Schedule a free discovery call
Virtual & In-Person Delivery
How do virtual engagements work?
Virtual coaching and consulting sessions are conducted over video conference with the same structure and rigor as in-person work. Coaching sessions are typically 60 minutes. Consulting workshops use breakout rooms, collaborative tools, and structured exercises designed for virtual delivery. Kristin has facilitated virtual engagements with global teams across multiple time zones since well before it became the norm. Discuss your delivery preferences
Is virtual coaching as effective as in-person?
For executive coaching, research consistently shows virtual sessions are equally effective. The confidential, one-on-one nature of coaching translates well to video. Many leaders actually prefer virtual coaching because it's easier to schedule and eliminates travel time. For workshops and offsites, in-person delivery creates stronger interpersonal connection, so Kristin recommends in-person when feasible for group work, with virtual as a strong alternative when geography or logistics require it. Let's find the right format
Measuring Impact & ROI
How do you measure the impact of culture consulting?
Impact is measured through a combination of leading and lagging indicators. Leading indicators include engagement survey scores, manager effectiveness ratings, and participation in development programs. Lagging indicators include retention rates, internal promotion rates, and time-to-productivity for new leaders. Kristin establishes baseline metrics at the start of an engagement and builds measurement into the roadmap so progress is visible and accountable. Learn about our diagnostic approach
What outcomes can we expect from executive coaching?
Common outcomes include stronger executive presence, improved decision-making under pressure, more effective team leadership, and smoother transitions into new roles. Organizations typically see improved 360-degree feedback scores, better stakeholder relationships, and higher retention of coached leaders. The most meaningful outcomes are often qualitative: leaders who show up differently in the room, teams that trust their leader more, and organizations that develop talent from within instead of hiring externally. Discuss your coaching goals
