For CHROs, CEOs, Executive Leadership, and the Boards they answer to

Make the human layer the reason your AI investment pays off.

You are spending heavily on AI and the productivity is not showing up. The bottleneck is not the technology. I measure the human capability your organization is missing, rebuild it, and turn it into durable strength that compounds year after year.

See What's Possible → Explore the Engagements
Twenty years inside enterprise HR. Five industries. Fortune 500 companies.
The opening leaders are missing

The gap between what AI promised and what it is delivering.

The same pattern shows up across every major study. The tools arrived. The human capability to convert them into results did not. That gap is not a problem to absorb. It is the edge still waiting to be built.

89%
of executives report no measurable AI gain on productivity yet, the upside is still on the table
Mercer, 2026
70%
of the variance in team engagement traces to one lever you can move: the manager
Gallup, 2026
34%
performance lift available to organizations that embed culture into daily work
Gartner, 2025
77%
of investors favor companies that build their people's capability for the AI era
Mercer, 2026

The investment is real. The upside is still on the table, sitting in the human layer. That is where I work.

Want to see where this gap sits in your own organization? for an instant readout.

The answer

Three engagements. Each solves a named problem.

Built to convert the gap into measurable strength, and to leave that strength compounding year after year.

Diagnostic and strategy
51%
Only 51% of leaders believe their organization is ready for the human-machine era. Two years ago it was 65%. The ones who close that gap first will lead their sector.
Mercer Global Talent Trends, 2026
The Human Relevance Diagnostic
Measure the capability the market is mispricing.

A proprietary framework that maps exactly where your workforce stands across five domains of irreplaceable human capability, then a roadmap to close the gap. While automation alone produces fast, low-quality work, your people build the durable capability that makes the automation actually pay.

  • Enterprise human-readiness benchmark across five defined domains
  • Board-ready readout in language the CFO and the board recognize
  • A now-next roadmap that survives the next three AI cycles
The five domainsRelational Intelligence·Adaptive Capacity·Meaning & Motivation·Judgment & Trust·Growth & Contribution
Request scope
Sponsored by the CHRO, with CFO and board
Capability build
70%
Managers drive 70% of the variance in team engagement, and they are the single strongest predictor of whether your AI investment ever gets adopted.
Gallup State of the Global Workplace, 2026
The Manager Multiplier
Turn your managers into the unlock, not the bottleneck.

The manager engagement premium has vanished, and with it the lever that makes everything else work. I rebuild it and reposition managers as the catalysts that make AI land on the floor. Designed once, then certified to your own team to run, so the capability stays in the building.

  • A manager operating rhythm that holds without me in the room
  • A scorecard for capability-building and AI championing, not just output
  • Your internal facilitators certified to run it at scale
Request scope
Sponsored by the CHRO, with CFO
Operating system
34%
Organizations that embed culture into daily work see up to a 34% lift in performance. Most cannot measure culture beyond a satisfaction score.
Gartner CHRO Priorities, 2025 and 2026
The Culture-to-Performance Layer
Move culture from a feeling to a number on the P&L.

Most firms sell you an engagement survey. I build the conversion machinery between culture and performance: named behaviors, business-unit scorecards, and a governance cadence that ties people outcomes directly to growth goals. The result is the translation layer that most organizations never build.

  • Behavior and ritual standards with measurement attached
  • Business-unit scorecards that link culture to business results
  • An executive governance cadence that hardwires it into the rhythm
Request scope
Sponsored by the CHRO, with CEO and CFO
The path

The full mandate: all three, sequenced.

Each engagement above stands on its own. Sequenced together into a single mandate over twelve to eighteen months, they compound into a transformation, with me embedded as your partner throughout.

I

Diagnose

Map readiness with the Human Relevance Diagnostic and set the roadmap.

II

Build

Stand up the Manager Multiplier and the Culture-to-Performance layer.

III

Embed

An ongoing partnership as your fractional lead on human relevance, embedded alongside the CHRO.

IV

Compound

Quarterly re-scoring compounds a benchmark that is yours alone.

By design, Ginkgo takes on three engagements at a time. The work is scheduled, never stacked.

Fit

Built for a specific kind of organization.

I take on only a few engagements at a time, so it is worth being honest about fit before we ever talk.

This is likely a strong fit if

  • You lead people or culture at enterprise scale
  • The work is sponsored at the CHRO, CEO, or board level
  • Your AI investment is underway and under pressure to show a return
  • You are ready to measure culture and be held accountable to the number
  • You are thinking in years, not in a single quarter

Probably less of a fit if

  • You need a one-time engagement rather than ongoing, embedded work
  • You want a vendor to run it for you, not build the capability into your own teams
  • You are looking for a survey rather than an embedded system
  • You need it finished inside a single month
  • Cost, rather than return, is the deciding factor

If you are close but not certain, that is worth a conversation. The honest read goes both ways.

Koran Hardimon, founder of Ginkgo

I have sat in your chair.

For twenty years I built culture, engagement, and talent systems inside Fortune 500 organizations, most recently as a vice president of culture, reporting to the CHRO, with the budget and the scorecards to prove it.

You already know something is off. You can feel the distance between what the engagement survey says and what the business actually needs. I help you name it, measure it, and build the thing that makes your organization impossible to replace.

With Ginkgo, the person who designs the work is the person who delivers it, from the first conversation to the last. You work with me directly, start to finish. That is the entire point.

Koran Hardimon
Founder, Ginkgo
Why Ginkgo

Why leading organizations choose Ginkgo.

Not a training vendor. A senior practitioner who builds a measurable capability into your own teams.

Fortune 500 experience

20+ years guiding leaders at Fortune 500 companies, most recently as a VP reporting to the CHRO.

Five diverse industries

A track record across technology, aerospace, telecommunications, manufacturing, and non-profit sectors.

Built into your teams

The systems are certified to your own people and run across business units. The capability stays in the building when the engagement ends, so you are never left renting it back.

Senior, start to finish

The person who designs the work is the person who delivers it. No junior team, no hand-off, and only a few engagements at a time so yours is never stacked behind others.

How you will know it worked
You will not have to take my word for it. Every engagement is scored at the start and re-scored over time, so the result arrives as a number you can defend in front of the board.
The measurement promise
Before you ask

The questions that come up first.

We already run an engagement survey. How is this different?
A survey tells you how people feel. It does not tell you whether your culture converts to performance, whether your managers are ready to lead through AI, or where your workforce stands on the capabilities machines cannot replace. I measure those, then build the operating system that moves them. The survey is a thermometer. This is the treatment.
We are already investing heavily in AI. Why do we need this?
That is precisely the reason. The research is blunt: most organizations see no measurable productivity gain from AI yet, because adoption runs through managers and culture that are not ready for it. The tools are not the bottleneck. The human layer is. This is what makes the money you are already spending actually return.
Who is this built for?
Enterprise organizations, with the work sponsored at the CHRO, CEO, or board level. The systems are designed to be certified to your own teams and run across business units, which is where they earn their value.
How do you measure something as soft as human capability?
With a structured framework across five defined domains, scored at the enterprise level and benchmarked over time. The output is a readiness profile, a maturity map, and a roadmap, not a mood board. Measurement is the entire point, because what gets measured is what leaders are willing to be accountable for.
You are one person. Can you handle an enterprise engagement?
The model is deliberate. I design the systems and certify your own teams to run them at scale, so capability stays in your building rather than walking out with a consultant. That is why engagements are limited to three organizations at a time, and why the person who designs the work is the person who delivers it.
What does it cost?
Investment is scoped to the size and ambition of the engagement, beginning in the tens of thousands for a diagnostic and scaling to a multi-year transformation mandate. The fastest way to a real number is a short scoping conversation. Start there, and you leave with clarity whether or not we work together.
If the fit is right

Make your people the reason it all finally pays off.

If your organization fits, one scoping conversation is where it starts. You walk away with a clear read on where your people stand today and the moves that would put you ahead.

Start the Conversation →
A scoping conversation, not a sales call. You leave with clarity either way.
Not ready to talk yet

See where your organization stands, in five minutes.

A short self-assessment scores your organization across the five domains of human relevance and returns an instant, domain-by-domain readout.

10 questions, about five minutes. Your results are yours to keep.
Start the Conversation →