We solve every team's #1 problem: communication.
Your hardest team problems trace back to the conversations no one is having. Know Honesty gives your people one equation, openness plus honesty, and the method to live it every day.
- Our team handles conflict poorly, or avoids it entirely.
- Poor performance is the standard and we don't address it.
- We've tried other communication trainings, but nothing sticks.
Four solutions. One equation.
Start with the solution that fits your team. The rest of the work opens from there.
Workshops
Sessions that build on each other until your team communicates the way it needs to.
See workshops →02Speaking
Keynotes, panels, and firesides at conferences, summits, and company events.
See speaking →03Coaching
One to one engagements that move the conversations a leader is stuck inside.
See coaching →04Create Your Own Path
The Assessment, the book, and the tools. Start the work today on your own.
Explore the path →The Six Practices™
The Six Practices work as a sequence. You can begin with any one, and the others follow.
The Agreement
A simple script to follow at the outset of any conversation.
A short script you say out loud at the start of the conversation. Both sides agree to be 100% honest and 100% open. Safety becomes explicit.
The Assessment
The measurable approach to open and honest.
A free ten-minute Assessment that plots you on the Open and Honest Model. Retake every six months to see the delta.
Fake You
The façade we project rather than being 100% honest.
The version that says "fine" when it isn't. Agrees in the room and disagrees in the parking lot. Caught in the moment, then released.
The Wall
The divide we put between ourselves and others rather than being 100% open.
These show up again and again in the data: Aggressive, I'm Always Right, Nervous, Busy, Mad, Exhausted, Control. People tend to default to two of them under pressure.
The Still
A one-page snapshot to help you uncover and become aware of today's version of you.
A short reflection that captures every major life and work category as content or discontent. Repeat every six months to track change.
Your Pursuit
The question to design the life you want.
A written direction for personal and work life. The root answer to what you really want, plus what you need to be honest about to get there.
Know your real numbers.
Ten minutes. Two scores. The Pursuit of Honesty Assessment surfaces the distance between your openness and your honesty, and it is free to take.
Start with the truth about where you stand.
A ten-minute reflection across personal and professional life. Your scores arrive instantly, alongside a breakdown of where you stand. Retake it every six months to track the work, and a series of follow-up videos arrives by email to guide the practice between retakes.
Begin the Assessment →Minutes from start to your real numbers
Scores delivered. Your openness and your honesty.
Months between retakes. Built to track the work.
Answer forty short prompts.
The questions cover how you give feedback, how you receive it, where Fake You shows up, and how open you stay when you're challenged.
Receive two scores.
Your openness score and your honesty score, plotted on the Open and Honest Model. The distance between them is the most useful number you will see this year.
Read your personal results.
A written breakdown tells you where you stand, and a starting point for the next six months of work.
"With employees, coworkers or bosses, I prepare my response before the other person is even done speaking."
Pick a number above.
"All we ever ask of our EOS clients is that they are open and honest with each other. If everyone were, it would change the world, or at a minimum, their company. This book is the how-to manual for being open and honest."
From the work.
Writing from Ken Bogard, Grace Gavin, and the Know Honesty team on what real communication looks like at work.
How to Manage a Difficult Employee (Start With the Word You Gave Them)
Pick one word for each of your direct reports. The first word is the honest one, and whatever you wrote down, you are already leading those people through it.
Why People Don’t Listen to You at Work
People stop listening long before they stop hearing. The signs look like engagement, which is why the cost shows up months later in decisions that get quietly remade.
Why “We’ve Always Done It This Way” Is Quietly Killing Your Team’s Best Ideas
Some rules survive on habit alone. Nobody remembers who set them or why. Two honest questions can reopen the ones your team stopped noticing, and rebuild the trust to change them.
Bring this to your stage.
Conferences, leadership summits, and internal team events. The first call is fifteen minutes, and it tells us whether the topic and the room are a fit.