VeroHx

Helping you do the people part.

What you're observing and what your data says don't always point in the same direction. Vero finds the nuance between them and translates it into a clear plan, then partners with you to make it stick.

Diagnosis

→

Treatment

→

Human Experience

The work

We work on the human layer.

Vero works alongside executive teams on the parts of organizational life that don't show up in a dashboard. The culture underneath the engagement numbers. The gap between what your data says and what's actually happening in the conversations that determine whether people stay, whether decisions stick, whether the work gets done.

The diagnostic problem

Four employees say the same thing. Four completely different problems.

Take compensation. It surfaces as a retention risk in your survey data and open-ended comments. But the same employee population can produce all of this:

"You don't pay me enough."

"You don't pay me as much as…"

"You don't pay me what I'm worth."

"You don't pay me enough to put up with…"

Each has a different root cause, and only one is about pay. The first is a pay issue. The second is about fairness. The third is about recognition. The fourth is about culture. Treat all four as a compensation problem and you fix one. The other three keep driving turnover, and you've spent money on the wrong thing.

This is what most diagnostics miss. Our tools are built to tell the difference.

Our model

Borrowed from medicine.

Most leadership consulting fails for one of two reasons: the diagnosis was wrong, or the treatment layer disappeared when the consultant did. The model we use is borrowed from medicine. Dx before Rx, and the Hx follows.

We start with the data you already have and go deeper through confidential interviews to get a clear picture of the underlying dynamics. The treatment is what most engagements skip: coaching, accountability structures, operating agreements, ongoing measurement. The work continues well past the initial engagement so the change holds.

The diagnostic layer runs on proprietary tools and frameworks we've built specifically for this work. They surface the right information at the right level of resolution and translate it into something that actually informs the treatment.

Who we work with

When the tried and true stops being true.

If you lead an executive team and something isn't working, and the standard approaches haven't fixed it, you're probably the right fit. The leaders we work with have usually tried the retreat, done the survey, hired the coach.

They have evidence. They know something is wrong. What they need is someone who can get into the real texture of it with them, not just describe what they're seeing.

We partner with leaders to identify the early signals of burnout, turnover risk, and disengagement before they compound. The work is about building the conditions where people can do their best work, not just addressing the problem after the best ones have already left.

Honest

This isn't for everyone, and that's by design.

Sophisticated leaders don't need platitudes or rhyming acronyms. If you're looking for a training program or a consulting firm that delivers a strategy deck, there are good options for that. We're not it.

What we do is narrower. It fits a specific kind of problem, with a specific kind of leader who's ready to do the work.

The principals

Katherine Meese, PhD

Co-Founder

Katherine brings expertise in organizational behavior, leadership, workforce dynamics, and mixed-methods diagnostic methodology. Her work focuses on helping organizations understand the human factors that drive performance, retention, trust, and execution. An award-winning researcher, she combines rigorous methods with practical organizational experience, translating complex human dynamics into insights leaders can actually use. She is also an executive coach, best-selling author, and trains executive leaders around the world in high-performing organizations.

Nick Kennedy

Co-Founder

Nick dedicated more than two decades to establishing and successfully exiting companies before transitioning into facilitation and executive coaching. As a former CEO and co-founder, he navigated three exits across the aviation and healthcare sectors. That mix of real operational experience, sustained personal work, and 10,000 hours spent at the table with leaders of complex organizations is what he brings to every engagement. He's not a facilitator with a framework. He's a former CEO who knows what it costs to lead well. Every client comes through a referral, and every engagement is fully referenceable.

Human experience isn't a soft variable sitting apart from organizational performance. It is the engine of it, and it shows in the margins. Operational margin. Financial margin. Human margin. The organizations that close the gap between diagnosis and real treatment move all three.

Better diagnosis. Better treatment. Better human experience. That is Vero.