Katherine Robinette and Keystone and Raven, LLC
What Would It Take To Do the Impossible?
Need a clear, motivating goal? A baseline for where you’re starting? A plan and tactics to move forward? Whether you're scaling up, launching a new initiative, or finally addressing that back-burner item, a solid, inspiring approach can create engagement and real progress. What if you could unlock the impossible?
What You Gain
Clarity, Focus, and Breathing Room
Real progress comes from achieving what matters most, with everyone on board. Look what is possible when clarity, focus, and breathing room to do it right align:
- Bold, unambiguous goals that motivate teams and attract advocates and resources
- Thorough assessments that lay a clear foundation for action
- Reclaimed time to focus on strategic initiatives and deep work
- Simplified implementation methods that reduce overwhelm and create traction
- Trust-centered communication habits that energize and align teams
- Objective insights, ideas, and inspiration to enable what once felt impossible
- Clarity about roles, expectations, and opportunities for growth
- Achieving exactly what you set out to do — on your terms
This isn't a quick fix or flavor-of-the-month. This is a system that scales with your business and strengthens your culture.
Why Keystone and Raven
Because It's Time
If you are...
- Leading a team that's ready for the next level, or
- Tasked with implementing a major initiative and want to do it well, or
- A people-focused leader who wants their people to thrive, or
- Ready to lead with clarity, focus, and breathing room
...then it is time to make the first, bold move.
We've helped professional services firms grow departments, launch strategic initiatives, and transform their companies in amazing and enduring ways. Our work is tailored, collaborative, and grounded in real-world success. We're not offering a miracle; we're mapping a path to help you achieve what you once thought was impossible.
Where We Can Help
Department Structure & Career Paths
Department Structure & Career Paths
Department Structure & Career Paths
Whether demand is increasing or team members are outgrowing their roles, structure matters. Scale with intention —map out essential tasks, clarify authority, and align roles with business needs and employee growth. Create an organizational design that supports smarter staffing, clearer career paths, and position frameworks that leave no question about what each role is responsible for—or how to grow into the next. Build intentionally for what's ahead to attract and retain the talent you need, now and into the future.
Leadership Transition & Assessments
Department Structure & Career Paths
Department Structure & Career Paths
How well does your current leadership function and communicate? Who are your next leaders? And how are you preparing them to lead? Leaders set the culture, direction, and expectations of the company. And just like any other job, it takes practice, training, and self-awareness to lead well. Prepare for success with leadership assessments, transition planning, and training.
Strategic Initiatives
Department Structure & Career Paths
Mission, Vision, Values, Core Purpose
That big, bold goal isn’t stuck because it’s too ambitious. It’s stuck because the path forward is foggy. Start to clear the way by defining the real target—not just what to do, but why it matters. Then set clear expectations, simplify the work, and build trust through action, not extra meetings. Progress gets measured and celebrated along the way, and adjustments aren’t detours—they’re part of the plan.
With the right structure, change turns into momentum.
Mission, Vision, Values, Core Purpose
Mission, Vision, Values, Core Purpose
Mission, Vision, Values, Core Purpose
What is your north star?
Every decision for your company, department, and team should clearly align with the company's Core Purpose, Mission, Vision, and Values. Want to experience true growth? Get alignment with your direction.
Communication Training
Mission, Vision, Values, Core Purpose
Communication Training
Clear communication promotes better performance. When employees use practical communication skills, they are more cooperative in finding solutions, more productive, and happier overall. And the best part? It works internally and externally with the same effectiveness.
Benchmark Audits
Mission, Vision, Values, Core Purpose
Communication Training
Are you focused on the right things? Using your resources wisely? Getting the results you want? Most professional services firms develop their operational departments organically, over time. It's time to get intentional. An audit will help you figure out where to focus internally to help you stand out externally.
Sample Projects
Culture Assessment and Messaging
Project Purpose: Assess the culture of the two firms involved in an acquisition, find common ground, and help the team build an integration plan, including external and internal messaging. The assessment and messaging sought to:
- Verify fit of the two companies.
- Maximize staff retention.
- Identify opportunities and challenges of combining resources.
- Build trust and community throughout the integration.
Result: Full marketplace acceptance of the combined company. Staff retention of 100% through first two years after acquisition (no unplanned departures). Developed integration plan with members of both firms in one day, covering immediate, short-term, and long-term objectives and corresponding communication plan.
Employee Engagement
Project Purpose: Analyze employee satisfaction interviews to discover why there was low morale across multiple office locations. Research and make recommendations for addressing the employee concerns. Included:
- Analyzed interviews for common themes and trends.
- Researched engagement practices and provided immediate, short-term, and long-term options for implementation.
- Developed pulse surveys to check-in on employees' level of satisfaction as company implemented the recommendations.
Result: Engagement increased by 10% between the initial interviews and the next survey.
Department Strategic Plan
Department Strategic Plan
Project Purpose: Develop big, achievable goals for the marketing and communications department of a national company with a 3-year timetable. The plan:
- Integrated findings from the recent audit.
- Created cohesion and direction for the department with both aspirational and practical goals.
- Was time-limited (3-years) and achievable by the team.
- Introduced and educated the team to strategic planning, many of whom had not participated at this level before.
Result: The team met for a day and a half and created their first 3-year marketing strategic plan, with nine initiatives, co-champions of each initiative, next steps, timelines, and talking points. At 18 months into the plan, every initiative is on track or ahead of schedule.
Software Adoption
Holistic Audit of Marketing
Department Strategic Plan
Project Purpose: Actively use the newly adopted database, demonstrate its benefits, and train and convert reluctant users. Previous attempts were overt and had not fared well. The new approach was more subtle:
- Informally interviewed secondary and tertiary users of the information from the database to discover their concerns, data pet-peeves, and data desires.
- Shared the intel with primary users and co-created systems and content to address the secondary and tertiary users' needs and issues.
- Actively directed data inquiries to the database; corrected, updated, and standardized content.
- Provided onsite database training across the company.
Result: Over two years, secondary and tertiary users became primary users with their own licenses, and learned how to run reports when they needed. Backlog and forecasting practices migrated from spreadsheets to the database entirely.
Holistic Audit of Marketing
Holistic Audit of Marketing
Holistic Audit of Marketing
Project Purpose: Review existing standards, best practices, systems/data, and materials for a holistic overview and measure against industry best practices. Make recommendations for action. The audit provided objective input on:
- Marketing/BD functionality compared with similar firms.
- Meaningful usage of CRM/ERP data to reach company goals.
- What was working and what could be improved, from the team's perspective.
- Recommendations for smoother processes, while retaining the regional flavors of each location.
Result: Documented findings that combined empirical and anecdotal data to present a clear picture of the department. Recommended immediate, short-term, and long-term improvements, based on industry best practices. Fostered cohesive ideas for growth, efficiencies, and direction.