PPC Partners Culture Engagement
Making an employee-owned, servant-leadership culture explicit, teachable, measurable, and lived — across all ~4,000 people, beginning where the need is clearest.
Conflict Bravery™ | Leadership Development | Organizational Transformation
Introduction to our team
I am Altagracia Montilla — facilitator, strategist, conflict coach, and community architect. As the founder of A.M. Consulting and the creator of Conflict Bravery™, I have spent over a decade helping organizations turn the hard, human parts of work — communication, trust, conflict, change — into a durable competitive advantage.
My work is healing-centered and data-informed in equal measure. I believe that culture is not a poster on a wall or an annual banquet; it is the sum of how people communicate, make decisions, and treat one another every day. When that is intentional, organizations keep their best people and perform at a higher level. When it is left to chance — especially during generational change — good people leave, and the cost shows up in turnover, lost knowledge, and strained capacity.
What draws me to MetroPower and PPC Partners is precisely what makes you unusual: you are employee-owned. Your people are owners. That is the strongest possible foundation for the kind of servant-leadership culture you already say you value — and it is exactly the foundation most companies wish they had. The opportunity here is not to invent a culture, but to make the one you aspire to real, teachable, and lived across all ~4,000 people.
Relevant experience
For more than ten years I have designed and facilitated organizational transformation for groups ranging from nine-person leadership teams to multi-site institutions of thousands. My engagements consistently pair in-person leadership work with systems and tools that outlast the engagement.
Conflict Bravery™ is a sustainability praxis that treats conflict as information rather than threat — leveraging tension to deepen relationships and strengthen organizations. It centers relational design: helping organizations embody their values through intentional attention to how people connect, communicate, and repair. It is the antidote to the two patterns MetroPower named directly — micromanagement and inconsistent managerial communication.
A multi-month strategic coaching, retreat, and organizational-development partnership, including a leadership-support cadence and an impact framework tying the work to measurable outcomes.
View live projectA Conflict Bravery™ workshop and licensed digital-portal program for a publicly traded, multibillion-dollar global enterprise — blending in-person facilitation with a licensed digital learning experience. The clearest comparable for MetroPower / PPC Partners at scale.
A facilitation and event-experience engagement for the University of Nebraska–Lincoln's Educators of Color & Allies Summit, with a custom digital hub for attendees.
View live projectA strategy and digital engagement build supporting alumni giving and community for Skidmore College.
View live projectMulti-month engagements that built internal facilitation capacity, feedback rhythms, and repair protocols that remained active after the engagement ended (case studies below).
View live projectWhy this matters for MetroPower
You told us the learning center teaches the technical “how to exist in the workplace” — Lean Six Sigma, Microsoft Office, documentation — but nothing on emotional maturity, communication, or culture. That is the exact gap my work fills, and the digital learning track in this proposal is designed to live inside your existing learning infrastructure so it scales to all 4,000 employees, not just the 14 on the committee.
Approach & philosophy
My approach is grounded in the belief that sustainable change happens when we center relational design, conflict bravery, and practices that build internal capacity rather than dependency.
Culture is created in daily interactions. We make the implicit explicit — naming the norms, communication standards, and leadership behaviors that a people-first, employee-owner company commits to.
We build the collective skill to engage tension directly and skillfully — distinguishing healthy conflict from harm, and replacing avoidance and micromanagement with clarity and trust.
We move at the speed of trust, creating spaces that are psychologically safe so people can be honest about what is and isn't working.
We attend to both the visible structures (onboarding, training, feedback, decision rights) and the invisible dynamics (unspoken norms, power, historical patterns), shifting them in concert.
Our explicit goal is to work ourselves out of a job: by the end, MetroPower has internal culture-keepers, a living learning track, and an impact framework it owns and runs.
Proposed scope & timeline
Phase 1 establishes the model at MetroPower — proving impact where the need is most visible — and Phase 2 scales it across the PPC Partners family.
Phase 1
Translate the signals you're already seeing into leadership-grade data: staffing changes, retirements, and voluntary exits; a confidential employee-sentiment baseline (the climate survey MetroPower does not yet run); and a framework that ties culture to turnover cost, retention, and productivity — the business case for leadership.
In-person and virtual coaching for directors, managers, and Culture Committee leaders on the culture they want to build: communication standards, emotional maturity, healthy conflict, and consistent managerial practice. Begins with higher-tenure leaders and trickles down — directly addressing the micromanagement and “decisions made before the conversation” patterns you described.
A custom digital learning experience on culture and communication — the “living values” layer your learning center is missing — designed to sit alongside the existing procedural training and reach all ~4,000 employees. Includes modules, facilitation guides, and a refreshed culture-forward onboarding experience to replace the dated slideshow and brochure.
Reframe the 14-member committee from event-planning to culture-building: train internal culture-keepers/facilitators, establish feedback and repair rhythms, and define the values MetroPower commits to living across the company — not just on a website or pamphlet.
Phase 2
Extend the coaching cadence and digital learning track across CarolinaPower, MP Systems, PieperPower, and Pieper Automation; localize materials per company; and run a train-the-trainer / certification program so each subsidiary sustains the work internally — a unified, employee-owner culture across all of PPC Partners.
Blended in-person and virtual. Phase 1 includes monthly leadership sessions, an in-person leadership intensive, coaching check-ins, the digital track build, and quarterly impact reviews — all documented and archived so the learning becomes institutional memory.
Budget estimate
This investment reflects enterprise scope — an employee-owned group of ~4,000 across five companies — and is structured to prove value in Phase 1 before scaling.
| Component | Investment |
|---|---|
| Culture audit, sentiment baseline & impact framework | $25,000 |
| Leadership coaching (directors, managers, committee leaders — 9 months) | $48,000 |
| Custom digital learning track (build, modules, onboarding refresh, IP license) | $37,000 |
| Culture Committee enablement, internal facilitator training & living-values rollout | $15,000 |
| Phase 1 subtotal | $125,000 |
Extend coaching + digital track across the four additional PPC companies, localized per subsidiary, plus train-the-trainer/certification for internal sustainability. Scoped in detail at the close of Phase 1.
$185,000
Enterprise program total (phased)
$310,000
Phase 1 $125,000 + Phase 2 $185,000
Initiation installment — on signing
At Month 3 — audit complete + digital track in build
At Month 6 — coaching mid-point + track live
At Phase 1 completion — rollout + impact review
Proven methodology
Conflict Bravery™ and 10+ years of organizational transformation.
Built for an employee-owner culture
Leveraging your ESOP foundation, not fighting it.
Scales to 4,000
A digital track that lives in your learning center, not a one-time workshop.
Measurable
Tied to turnover, retention, and productivity from day one.
Sustainable
Internal culture-keepers and owned tools, so it outlasts the engagement.
À-la-carte
Add the pieces you want — start with the Phase 1 foundation at MetroPower, then optionally add PPC subsidiaries to scale. Your running total, allocation, and Phase 1 payment schedule update as you go. When it looks right, copy the summary or email it over.
Step 1 · Phase 1 foundation @ MetroPower
Recommended: keep all four — together they are the full Phase 1 foundation ($125,000).
Step 2 · Phase 2 PPC family scale
Optional — add any subset of the PPC companies. Each is $46,250; all four = $185,000. Scoped in detail at the close of Phase 1.
Engagement total4 items
$125,000
Initiation installment — on signing
Month 3 — audit complete + digital track in build
Month 6 — coaching mid-point + track live
Phase 1 completion — rollout + impact review
info@altagraciamontilla.com
Case studies & testimonials
Featured · enterprise scale
DoubleVerify is a publicly traded, global digital-media measurement and analytics enterprise (NYSE: DV) with a market capitalization in the billions of dollars and operations across multiple continents — exactly the kind of large, complex organization MetroPower and the PPC Partners family represent.
A.M. Consulting delivered a Conflict Bravery™ workshop and digital-portal program for a DoubleVerify enterprise team — a ~65-person cohort in a focused in-person facilitation, paired with a licensed digital learning portal and custom-built materials the organization could continue to use.
It is the same in-person-facilitation-plus-licensed-digital-learning model proposed here: in-person leadership work to build skill and trust, a digital track that scales the learning beyond the room, and IP licensing so the organization owns the materials going forward. Proven at genuine enterprise scale, it is the closest comparable for an employee-owned group of ~4,000 across five companies.
ED: Thiviya Saraswati
Rapid growth created cross-team communication breakdowns and conflict avoidance. Conflict Bravery™ + story-based diagnostics + co-designed feedback rhythms produced clear decision pathways and internal co-facilitators who sustain the practices.
Altagracia helped us build the courage and the skills to face tension directly—without losing relationship. Conflict Bravery™ gave our leaders a common language and practical tools we still use every week.
ED: Najee Omar
As programs expanded, staff navigated role-based tensions, uneven feedback, and unclear accountability. Repair protocols, clarified decision rights, and manager coaching increased psychological safety and embedded consistent, values-aligned feedback.
View live projectAltagracia brings rigor and tenderness in equal measure. Our teams have a stronger spine and a softer heart.
Sample tools & frameworks
These are adapted to MetroPower's context and form the basis of the digital learning track.
Pause & Ground · Listen & Learn · Speak & Share · Repair & Restore: a shared language for navigating tension (directly applicable to the manager/director dynamics MetroPower described).
Rates physical/psychological safety, cultural responsiveness, power & decision-making, communication & conflict, and growth — the backbone of the culture audit.
A structured truth-telling → responsibility → agreement → follow-up process for rebuilding trust.
Moving from individual self-care to shared, sustainable practices.
Conclusion
MetroPower and PPC Partners have something most companies can only aspire to: a workforce of owners and a stated commitment to servant leadership. The work ahead is to make that culture explicit, teachable, measurable, and lived — across all 4,000 people, starting where the need is clearest.
The signals are already here: the departures, the retention asks, the gap between procedural training and human leadership. Handled well, they become the business case that wins leadership's commitment. We would be honored to build this with you — beginning at MetroPower, and scaling across the PPC family.
“Our futures depend on our ability to meaningfully connect — with ourselves, with others, and with purpose.”
Altagracia Montilla
Founder, A.M. Consulting · Creator, Conflict Bravery™
info@altagraciamontilla.com
