"Very engaged. Loved the session. I learned how to better resolve conflict and ways to deescalate conflict or approach it."

Participant, Creative Conflict Resolution Workshop

“I will 100% use what I learned.”

Participant, Creative Conflict Resolution Workshop

WHAT I DO

I partner with organizations through training and organizational development to build the communication, conflict, and leadership skills that make all other work possible. I work with organizations across sectors, with particular depth in middle-skills workforces: facilities, healthcare support, logistics, and frontline service, where this kind of training is rarely available, even though the work of holding teams together happens there every day.

People skills are the glue that holds everything together

Communication and conflict resolution get filed under "soft skills" — contrasted against "hard skills": the things that are visible, quantifiable, and treated as more important simply because they're easier to name. What gets labeled soft is harder to see, and harder to address because of it — the tension that sits in a meeting, the culture around who feels safe enough to speak up, what happens when they do.

But these are what make everything else possible. Internally, they're the difference between a workplace where people feel valued and one where people are just told they're valued. Externally, they're how clients experience your organization. And flexibility and adaptability live inside this skillset too — it's what lets an organization hold real people, real conflict, real change.

Challenges that I help organizations overcome

We’ve had trainers come in before, but they don’t understand the work we do, so no one takes the training seriously. And, of course, it doesn’t land.

Training doesn't land

We want to promote from within, but moving into a lead role takes more than technical know-how. It requires competently giving and receiving feedback, critical thinking, resilience, and knowing when to shift gears. That's rarely part of the training.

New leads aren't set up to lead

Our people have the technical skills to do the job. What's missing is the interpersonal skills, communication, conflict, feedback, that let them actually work well together.

Lack communication skills

There’s a culture of avoiding conflict. It’s getting in the way of everything else we do.

We avoid conflict

We have dedicated people, but there’s a disconnect between the values on the wall and how people show up.

Trouble putting our values into practice

If any of this sounds familiar, you’re in the right place.

WHO THIS TRAINING SERVES

Staff across all levels of an organization. From entry-level to senior staff, everyone who's actually part of an organization's day-to-day operations, not just the people formally responsible for managing others.

New team leads. People stepping into a leadership role for the first time, learning to navigate conflict from a new vantage point — not just experiencing it, but now responsible for helping others move through it too.

Community members. People building these same skills for the relationships and spaces they navigate outside a single workplace — not tied to one employer or program.

Job seekers and workers in workforce development programs. People training for skilled roles that don't require a four-year degree, who need real conflict resolution, communication, and leadership skills alongside their technical training.

People for whom steady employment isn't a given. Participants who benefit from direct, practical practice with conflict and communication before they're navigating it for the first time under real workplace pressure.

How people communicate, handle conflict, and develop each other shapes workplace culture. I design skills-based training programs built around what your organization actually needs, not a one-size-fits-all curriculum. My work falls into two areas: Training Solutions and Organizational Development. My organizational development work is intentionally limited to one or two clients at a time — I'd rather do this well for a few than try to be all things to all people. I'm not accepting new organizational development clients right now, but reach out if you'd like to know when a space opens up.

AREAS OF EXPERTISE

A note on skills-based training

Not every group that comes to me is looking for a creative retreat or a personal practice — sometimes what's needed is skill-building, taught in a way that actually translates outside of the training room. This is training built for organizations, teams, and groups who want practical outcomes — conflict resolution, leadership, communication — facilitated experientially and grounded in cultivating skills and competencies that can be used right away.

TRAINING SPECIALTIES

The skills have to leave the training room. Otherwise it’s not training, it’s just another meeting.

Communication and Conflict Resolution

For individuals, groups, and organizations

Effective workplace communication is a skill set that can be taught. I design training programs that address communication skills gaps — the space between what people already know and what they need to know to work well together.

Whether you’re looking for a full program or are interested in modular options, my trainings equip participants with the interpersonal skills and knowledge they need to competently communicate and address conflict.

DELIVERABLES MAY INCLUDE:

  • PRE AND POST-TRAINING ASSESSMENTS

  • WORKSHOP SERIES OR MODULAR SESSIONS

  • NEW TRAINEE MENTORING

  • SMALL GROUP FACILITATION

Training Design and Delivery

For in-house trainers and facilitators

Successful facilitation requires a great deal more than activity management. My training delivery and facilitation services are designed to equip your in-house trainers and facilitators with  frameworks and strategies that elevate your learning programs.

Your trainers will learn to read a room, shift gears without losing track of the objectives, and sequence learning so it meets people where they are and gives them the tools to move forward.

DELIVERABLES MAY INCLUDE:

  • CURRICULUM DESIGN

  • MENTORING

  • FACILITATOR TRAININGS

  • WORKSHOPS

ORGANIZATIONAL DEVELOPMENT

What organizational development is and how it supports the work you do

Organizational development (OD) looks at how your organization is designed — its culture, leadership, and strategic direction — and whether that design actually lets you deliver on your mission. It works at the level of patterns and structures, not individual performance: what shapes how your teams communicate, handle conflict, and adapt when things change. Because those patterns are carried by people, this work sits close to psychology — group dynamics, and how adults grow and change over time. Understanding your organization's systems takes the same lens as understanding how your people learn. That pairing is what makes change durable, not just well-intentioned.

My OD work focuses on shifting culture, aligning values, and building resilience. That kind of change doesn't come from a single workshop — it comes from a longer engagement, on-site, often over several months, working alongside your team the whole way. The goal is that the change outlasts the engagement: your people keep using what we build together long after I'm gone.

DELIVERABLES MAY INCLUDE:

  • ASSESSMENT TOOLS

  • CUSTOM WORKSHOPS

  • MENTORING

  • TRAINING GUIDES

LEADERSHIP COACHING

What leadership coaching is and how it supports your organization

Organizational development looks at the patterns and structures an organization runs on, and those patterns are carried by people, not held by any one leader alone. Leadership coaching offers a bridge from those patterns to how someone actually leads day to day, how they build trust, share decision-making power, delegate, and lead in coalition with the people around them, rather than carrying it all themselves. Working one-on-one and with small cohorts of leaders allows for depth of practice and real discovery. Change is seen through a system's lens, and coaching gives us the space to develop the very people who are responsible for developing others within the organization.

Leadership happens wherever people trust someone, listen to them, and turn to them for guidance, whether or not that shows up in a title or a reporting relationship. My approach to coaching runs on the same principles as my training work: it's context specific and focused on developing both the skills and the judgment to apply them well. This is sponsored work: an organization brings me in to coach one of its leaders, or a small cohort together. I don’t offer individual self-pay sessions. It's distinct from the mentoring referenced elsewhere in this practice, which offers direct guidance from lived experience; coaching structures a leader's own thinking without supplying the answer.

When leaders get real, structured support, the change is more likely to endure. This isn't only useful for someone brand new to a role, it works just as well for leaders who've been in their position for years, because this is a sustained practice. For the organization, it means a leader who actually models the culture you're trying to build, stays, and strengthens the people around them. The goal is to lay the foundation for change that continues once our work together ends.

DELIVERABLES MAY INCLUDE:

  • INDIVIDUALIZED COACHING PLANS

  • ONGOING 1:1 OR SMALL GROUP COACHING SESSIONS

  • PRE AND POST COACHING ASSESSMENTS

  • STRUCTURED COACHING AGREEMENT AND CONFIDENTIALITY

  • PROGRESS DOCUMENTATION AND MILESTONE CHECK-INS

  • SUMMARY REPORTING FOR THE SPONSORING ORGANIZATION (SEPARATE FROM CONFIDENTIAL SESSION CONTENT)

  • WORKBOOKS

Why choose me?

I don’t make unrealistic promises. You’re paying for training that transfers, not just training that feels good. I have the experience needed to analyze complex problems and translate that information into training that empowers your staff with the tools they need. I don’t just swoop in and offer solutions. I partner with you to understand where your organization is, and collaborate with you to get it to where you want it to go.

I begin with questions. The right ones reveal what's actually going on.

A successful engagement is one where your people walk away with the skills and confidence to carry this forward without me. That starts with being willing to look honestly at what isn't working, and address it from the inside out, top to bottom. That's what makes training stick beyond the time we spend together.

MY APPROACH

  • I bring a deep curiosity to every project. This looks like asking questions including uncomfortable ones, and listening, so that I can understand what is actually happening before I offer any solutions.

  • I utilize a broad range of methods from structured discussions and skill application, to scenario-based learning and reflective exercises. For some clients I include creative and expressive-arts modalities; for others, I don’t. Knowing when, where, and why to use these methods is what differentiates my training programs.

    When a group needs to surface something that's hard to say directly, or needs a shared experience to build trust quickly, creative facilitation can reach what conversation alone sometimes can't. In training and OD engagements, it's not where I start by default, it's one tool I bring in when the moment calls for it.

  • Every organization runs on power — who has it, who doesn't, and how it shapes communication, conflict, and culture, whether anyone names it or not. My approach to this is intersectional: race, gender, class, and other dimensions of identity don't operate separately, and neither does how they show up in a room. I build that analysis into the work itself, not apply it as a separate lens afterward.

  • I work with you to build a culture of learning into your organization. When learning is a practice baked into what you do, you strengthen your overall capacity and empower people to do their best.

  • Lasting change requires practice, not just information. I build in hands-on application, critical thinking, and creativity, so people leave with the skills and confidence to make it last on their own.

  • This work depends on trust. Organizations bring me in for real, often difficult challenges, and I hold what's shared with the same care I'd want extended to me. Who I work with, and what we work on, stays between us.

Initial conversation

Every engagement begins with a conversation to determine how we can work together. No sales pitch. No pressure.

Contracting, assessment, and design

After we agree on terms, I customize the training to the needs of your organization and your people. These aren't add-ons — they're the starting point for each program.

Implementation and integration

I show up ready to work alongside you, not over you.

HOW IT WORKS

ENGAGEMENT MODELS

  • Ideal for one-time workshops and defined projects

    A defined scope and timeline, built around a specific outcome: a single workshop or training series, a curriculum or training guide, a mentoring session.

    Fee scoped per project

  • Ideal for ongoing organizational development work

    Ongoing access to strategic support and facilitation, for organizations doing this work continuously rather than in a single push.

    Monthly Retainer - 3 month minimum

    * I am not accepting new organizational development clients right now, but reach out if you'd like to know when a space opens up.

  • Ideal for conferences and special events

    A single session: a keynote, a facilitated critical conversation. I am available for organizational events, panel facilitation, and conferences in the areas of my expertise.

    Day/Half-Day Rate - upon request

A conversation is a great place to start. Let’s talk.

I offer a complimentary 15 minute call.