Our founder
& mission

Jen Kelchner

Jen has created pioneering adaptive schemas weaving cognitive psychology, practical experience and diverse theories into an applied language of change for optimized and sustainable transformation. She drives change conversations with high-level leaders, balancing contrasting and unusual influences together and connecting the nucleus of ideas to create wide roads for growth. Her gift to see the unseen and create bridges into the future allows her to assist others in navigating the uncharted and uncertain waters in a rapidly changing world. Jen partners with leaders in the private and public sectors around the world on shaping human centric futures today with clear action and meaningful impacts.

Selected Work

Core: impacts made in the performance and development of people, teams and leadership 

2006 – present | Transforming Behaviours | Executive Coaching & Consulting

  • Researching and studying the most effective and sustainable transformation arcs for growth
  • Personal awareness for transformation with meaningful and targeted changes occurring in 90 days
  • Executive Coaching for performance improvement, navigating major shifts, and empowering mindset and cognitive behaviour change
  • Research from behaviour studies led to crafting assessments and diagnostics to identify core intelligences, positive contribution value during change, unlock trapped value, discover untapped value, and to remove bias, barriers and limitations
  • Began deeper research into change horizons and how people respond and engage with change and necessary conditions for sustainable change leading to a Language of Change and various models and methodologies

2010 | Team Transformation – Deloitte

  • Successfully led a bottom-ranked team to become the National benchmark for an internal service model to #1 ranking in 10 months (out of 80 US offices)
  • Facilitated coaching and PIPs with a high success rate moving from low to high performance in individuals and teams
  • Led and facilitated workflow and system changes that led to increased performance in teams and resource utilization

2015 – 2018  Transforming People, Leadership & Workplace Culture | Forbes Coaches Council 

  • Invited to be a founding member and contribute thought leadership on people, leadership, and workplace transformation and represent as a recognized Executive Coach

Operational: impacts made in the performance of workflow, processes, governance, and revenue. 

2009 – 2010 | Transforming Service Models & Team Performance

  • Led data integrity and workflow analysis with team performance review which led to taking a bottom-ranked service team to #1 in the Nation in 10 months
  • The new service model rolled out transformed delivery and support models across every national office
  • Increased team utilization by 80%
  • Increased service opportunity by 293%
  • Reduced team overtime by 219%

2013 – 2016 | Transforming Workflow, Systems & Process for Healthcare Systems

  • Identified multimillions in lost revenue and multimillions in new revenue opportunities through Trapped Value Assessments
  • Identified performance inhibitors in teams to regain 11,000 productivity hours and utilization; and reduced millions of dollars in operational costs while improving service levels
  • Unlocked workflow barriers that were creating a 94% blockage to service capacity which improved service delivery times and opened streams of revenue

As the PMO Leader on multiple consulting projects:

  • Due diligence analysis and recommendations for the advancement of $1B Merger & Acquisition deal
  • Oversight of Joint Commission projects related to data integrity, workflow and compliance
  • Deep dive operational and expansion analysis of hospital with recommendations for sustainable growth

External: impacts made in the communities and ecosystems

2006 – present | Pioneering Research & Development of Open Behaviors

  • Commenced research on people development, high-performing teams, culture, and leadership that has informed the development of Open Behaviours, the dimensions by principle, and the Open Index Assessment
  • Created a psychometric assessment that looks at several dimensions of cognitive behaviours across the five open principles; from individual to team to organizational level which showcases the root causes and barriers of “not being open”
  • Used research from client projects – experience and derived outcomes based on my work
  • Began deeper research into change horizons and how people respond and engage with change and necessary conditions for sustainable change
  • Multiple diagnostics created during this phase of research
    • Trapped Value Assessment – 2013
    • Untapped Value Assessment – 2013
    • RBBL (Bias, Barriers & Limitations) – 2011
    • Intelligences Insight – 2013
  • Research from behaviour study and observation led to the development of the Positive Contribution Value psychometric assessment and insights into how people contribute at their best and highest level

2016 – 2022 | Facilitating Global Community & Driving Conversations

From contribution to a lead Ambassador role that shapes the global conversation with leaders on open culture, open leadership and systems change through the implementation of open – as well as, assisting to architect, build and manage the global community project.

  • Defined the five Open Principles with the Open Org ambassador team
  • Lead role in creating the Open Org Maturity Model
  • Contributed to resources and books
  • Created, launched and administered Open Org TV for the Open Organization project

2019 | Transforming a Non-Profit Global Ecosystem

Created a collaborative development model for a multicultural, multisector non-profit ecosystem working to address global challenges in business that included open principles and practices.

The model was created to be replicated from start to finish including a Lab Toolkit for participants to use at a later date to enable repeatable delivery.

The experience delivered over a 3-day in-person event for 250+ attendees from 109 countries seeking to “build a better world, together”

Initiated 32 group labs on 19 workplace or sector issues

~90% of labs groups achieved or exceed outcomes

2019 – present | Insights Reports 

  • Presenting case studies, phenomenological data and insights on barriers and recommendations for creating the conditions that aid navigation of possible, probable and preferred futures

Authored:

The Open Organization Leaders Manual, 2nd Edition, Red Hat Inc., 2018 | Print Copy or PDF

The Open Organization Workbook, Red Hat Inc., 2017 | Print Copy or PDF

The Open Organization Maturity Model, The Open Organization, 2017 |  Github

The Open Organization Definition, Red Hat Inc., 2017 | Print Copy 

In The Open [Column], opensource.com, 2016- | View

Featured in:

HuffPost, ABC, CBS, NBC, FOX, CMO.com, Enterprisers Project, Opensource.com, Linux Today, LXer, Red Hat News, Red Hat Open Innovation Lab blog, The Open Organization, Linux.com, All Things Open, Red Hat Summit, Open Health News, GovLab, GovLoop, FedScoop, Google Cloud, CTO Universe, ICA-IT.org, Digital Transformation People, Forbes, Forbes Coaches Councils & Forbes Council Education Channe, International Association of Women, Lausanne Global Workplace Forum

Key citations:

Government Leaders Guide to Culture Change (Latin America); Red Hat, 2022

The Heart of Transformation: Build the Human Capabilities that Change Organizations for Good, Michael Leckie, Kogan Page, 2021

Government Leaders Guide to Culture Change (Europe); Red Hat, 2020

Government Leaders Guide to Culture Change (North America); Red Hat, 2019

The Open Organization Leaders Manual, 2nd Edition, Red Hat Inc., 2018 

Social transformation is a prerequisite for achieving digital transformation; Obaidly Al-Obaidly, Al-Alayam Publishing, February 2018 

Value Creation through Executive Development; Solomon Akrofi, Routledge, 2018

Emerging Tenants of Change Management: The Six Secrets of Actual Organizational Change; Michael Leckie, 2018

The Open Organization Workbook, Red Hat Inc., 2017 

Gender Equality at Work, Dr. Nitasha Ramparsad, 2019

Red Hat Summit, Open Culture, Boston, 2022 
Red Hat, Open Leadership Community of Practice, 2022
Microsoft, CELA Europe, Open Collaboration, 2021
Red Hat, Future-Ready Government, LATAM Conference, Open Culture, 2021
Wyoming Governor’s Council Developmental Disabilities Conference, 2021
LearnTech UK, Open Futures Panel, 2020
GlobeGuides HR Summit, Wrangling the chaos of a paradigm shift, 2020
EdNC, Policing Free Speech Panel, Open Culture, 2020
53rd ICA-IT Conference, Seamless Government, Romania, 2019
Red Hat Government Symposium, Open Culture, Washington D.C., 2019
Lausanne Global Workplace Forum, Open Collaboration, Manila, 2019
OpenFirst DC, Open Culture, Washington D.C., 2019
Red Hat, Community-Powered Innovation Events, Open Organizations, 2019
Red Hat Summit, Open Culture, San Francisco, 2018
All Things Open, Open Culture, Raleigh, 2017
Redeemer University, Open Collaboration, Ontario, 2019, 2020
Fresno Pacific University, Open Collaboration, 2019
Duke University, Open Organizations, 2018
International Association of Women, Building Futures, 2017
Berry College, Leadership Event, 2017
Tennessee DECA, 2015, 2016
Georgia Agape, Executive Retreat, 2014, 2015

Open Organization Ambassador & Community Architecture (January 2017 – March 2022)

Forbes Coaches Council, Member (August 2015 – October 2017)

Way of Hope Women’s Shelter, Chair (2012)

People’s Choice Award, OpenSource.com (2018)

Emerging Contributor Award, Opensource.com (2017)

Forbes Councils, Invited as Founding Member (2015)

Outstanding Performance Awards, Deloitte, (2006, 2007, 2008)

Why LDR21

Mission
Values
Promise

To assist leaders and organizations in creating futures that are open, inclusive, equitable, and sustainable while future-priming their businesses. Using our advanced practices and expertise, we shape new ways of living, leading, and building systems consciously and with integrity.

We believe in aligning with what is right for us as we learn through experience.

We believe people should live abundant, full lives… empowered to live and work without barriers and limitations.

We believe that change is personal and everyone has a role to play during transformation.

We believe in acting with integrity and empathy by doing the right thing, always.

We believe in openness in all interactions through adaptability, inclusivity, collaboration, transparency, and community.

We believe in being kind and leading with compassion.

We believe that we are all connected and interdependent on the other and therefore value people and their contributions.

We believe that we all have a seat at the table.

We promise to:

Apply empathy and openness to all situations

Reduce friction in relationships with people, ideas, and change

Act without judgment; we don’t care where or who you’ve been up until now, we only want to help you create a new future

Guide you with insight, knowledge, and encouragement on your transformation journey

Be a connector for you as we believe in the relationship economy

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