Led By David Childress · 30 Years in Law Enforcement
Workplace
Investigations.
When a workplace concern requires formal fact-finding, the process should be scoped clearly and handled by a suitable, impartial investigator. Discuss the allegation, evidence, and reporting needs with us before an engagement.
Lead Investigator
David Childress
David spent three decades conducting investigations and interviews where the stakes were about as high as they get. He knows how to run a structured interview, how to handle evidence so the chain holds, and how to stay neutral in a way that stands up to scrutiny later.
Harassment, discrimination, retaliation, workplace violence - he's built to handle all of it, and to defend the work if it's ever questioned.
Talk to David About an InvestigationFollow-up Organizational Support
A report and an invoice
isn't the same as a resolution.
After fact-finding, an organization may need separately scoped leadership coaching, facilitated conversations, or support with working practices. We can discuss the follow-up support appropriate to the situation.
What Happens After the Investigation Closes
That's where most of the
real work actually is.
A finished report doesn't fix a team. Someone still has to have the hard conversation with the manager. Someone still has to sit with a team that's rattled, or fix the policy gap that let this happen in the first place.
This is where Goto Solutions is different.
One Firm, Start to Finish
- 01 Investigation - Led by David. A rigorous, neutral fact-finding process that gets to what actually happened.
- 02 Findings Report - A clear, defensible Report of Findings handed directly to leadership.
- 03 Findings Review - We walk leadership through the findings in plain language, then collaborate on recommendations grounded in both accountability and context.
- 04 Manager Coaching - Where leadership behavior is part of the pattern, we coach the individuals directly responsible for changing it.
- 05 Team & Culture Repair - Where trust has eroded, we rebuild it - through mediation, listening sessions, and structured psychological-safety work.
- 06 Policy Fixes - Where the process itself enabled the problem, we redesign it so the same failure can't recur.
One firm. One throughline: disciplined accountability paired with genuine care - from the first interview to the last policy fix.
What We Handle
Built to handle it,
and to defend the work.
Harassment
Discrimination
Retaliation
Workplace Violence
Have a situation that needs an investigation?
Schedule a Conversation