Our purpose is to facilitate experiences to ensure everyone feels
SEEN,
HEARD,
and BELONGS
at work.
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Julie Kratz has been speaking, consulting, and training organizations on culture, talent retention, and leadership for over a decade.
Next Pivot Point teaches actionable approaches to leadership that go beyond statements and performative tactics. We meet you and your team wherever you are on your learning journey to walk side by side with you through real change. Your leaders will leave our work together with commitments and practical ideas they can actually use to make a lasting impact.
We Want You: An Allyship Guide for People with Power
It’s full of practical, research-backed ways leaders can show up as allies—at the individual, team, and organizational level— even during these polarizing and uncertain times. This necessary book helps leaders turn their fear into fuel and reframe power, model psychological safety and storytelling as an ally, while building inclusive policies and proactive talent pipelines.
We Want You: An Allyship Guide for People with Power
It’s full of practical, research-backed ways leaders can show up as allies—at the individual, team, and organizational level— even during these polarizinng and uncertain times. This necessary book helps leaders turn their fear into fuel and reframe power, model psychological safety and storytelling as an ally, while building inclusive policies and proactive talent pipelines.
Who We Work With
“Next Pivot Point is thoughtful, intentional, and supportive of our company, our global employees, and the commitment we have to workplace culture.”
– Tripadvisor
Explore Our Latest Articles
How to Build Allyship into Employee Resource Groups (ERGs)
Boost your DEI strategy by learning how to build allyship into ERGs with Julie Kratz’s proven framework. Discover how to make invitations for allies explicit, define clear ally roles, and measure the impact of allyship in ERGs to drive real workplace inclusion.
How to Make a Decision When Others Are Meddling
Get a behind the scenes look into how I published with HBR with a story about decision making that outlines a three-part framework for CEOs to diagnose board overreach, realign their leadership teams, and build communication structures that restore strategic focus and operational autonomy.
Addressing Intersectionality in Workplace Culture
To build a resilient workplace culture and intersectionality must be at the core of your leadership. Consider these ideas to pivot: identifying the “Onlys” in your room, breaking the myth of the identity monolith, and expanding diversity beyond the “standard” categories.
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