Skilled communication is essential to organizational health and success. I help clients communicate with clarity, grace, and integrity through even the most difficult situations, and identify ways to improve the flow and efficiency of communication in day-to-day work.

1. Communications strategy and messaging development – Creating comprehensive plans and materials to help you navigate key communication moments, like announcing a difficult business decision, that are customized to stakeholder groups (ex. Staff, board, community partners).

2. Template creation – Creating turn-key templates and best practices for communications that improve consistency and efficiency.

3. Communications systems assessment and workflow – Conducing an analysis that identifies opportunities to strengthen communication and reduce misperception, and outlines actionable strategies for addressing areas of improvement.

It is possible to manage risk and operate in compliance without perpetuating practices that devalue and disempower employees. On the contrary, my approach of “progressive HR” can elevate your operations and employee wellbeing exponentially.

1. Policy audits and development (including employee handbook) – Ensuring you have the right policies in place and that they fit the needs and values of the organization.

2. HR compliance assessment and work plan creation – Give you peace of mind that you are monitoring and carrying out required compliance activities, and creating workflows and tools to make it easy to fulfill these requirements.

3. HR systems assessment and development – Ensuring you have systems in place (ex. recruitment and onboarding) that support the organization needs, while being simple and efficient for staff.

4. HRIS + employee system assessment and customization – Ensuring that you’re getting the most out of any technology you’re paying for, and that it’s customized to meet the needs of your organization and staff to the fullest extent possible.

5. Operations manual and program development – Establishing a system to ensure that key processes and procedures are being performed accurately, on-time, and per requirements and regulations, and that this structure is as simple and efficient as possible.

6. Compensation – Conducing in-depth analysis to identify areas of opportunity and strength with compensation, and developing a program, tools, and communications that support employee engagement and understanding around business realities and practices.

Every leader needs an advocate in their corner, helping them spot issues, grow, and meet the needs of the moment. I provide a range of leadership support, from one-off coaching to longer-term development for individuals and teams.

1. Leadership skills assessment – Identify areas of strength and potential for growth, and create a holistic plan for development.

2. Issue support – Work on a specific area of focus (ex. Conflict management, team cohesion).

3. Crisis support – Assistance navigating emerging and/or difficult situations.

4. Coaching – One-on-one guidance to support long-term and day-to-day needs, goals, and challenges.

5. Leadership team support – Group work with leadership teams, which can include training, teambuilding, and other activities customized to the needs of the group.

Although I weave trauma-informed practice into all of our work together, I also help clients implement organization-wide TI approaches that are customized to your unique mission, needs, and goals. This is a holistic approach that looks at organizational systems, environments, perceptions and beliefs, and behaviors.

1. Proactive trauma management – Analyze sources of organizational stress, identify how it is/can be prevented or minimized, and develop mechanisms that position the organization to be resilient when stress cannot be avoided.

2. Reactive trauma management – Assist clients when traumatic stress occurs to help staff and the organizational systems respond in a way that reduces harm and promotes resilience.

3. Organizational assessment – A holistic scan of your organization to determine where trauma-informed approaches are being used already and where more development is needed.

4. Implementation planning and support – A customized plan for implementing trauma-informed best practices, reinforcing existing approaches, and sustaining changes based on what is realistic and most-needed for your organization.

5. Best practices development – Identifying and crystalizing strong existing practices and creating new standards of practice where needed.

6. Staff, leadership, and board training and workshops – Developing and facilitating training and workshops that are customized to org goals and the learning needs of key groups.

Oftentimes leaders can have a sense of what is going on in the organization, but lack concrete evidence. I help clients by gathering useful and accurate data – through mechanisms like custom surveys, interviews, and focus groups – that can be used to understand and then address a variety of needs. These can include:

1. Employee experience surveying and monitoring.

2. Leadership performance and development (ex. 360 reviews).

3. Conflict resolution and/or organizational healing.

4. Issue-specific investigation (ex. perceptions on compensation).

I help you interpret the data collected, and create supportive materials needed to put the information to use, such as executive summaries, reports, communications, and presentations.

Many leaders are taught that meeting the needs of staff and ensuring their wellbeing happens at the expense of the business. My approach turns this idea on its head – I help identify and implement effective strategies to elevate and honor staff that also result in better outcomes for the business and those you serve.

1. Employment lifecycle assessment – Reviewing all aspects of the employee experience, from recruitment to separation from employment, and recommending and implementing strategies that promote engagement, resilience, and wellbeing.

2. Systems and materials development – Creating policies, processes, and tools to ensure that the organization is maximizing opportunities to provide the best experience for employees possible.

3. Org culture and values assessment and creation – Assessing the current culture and values and identify how these can be further reinforced throughout the organization.

I have a strong background in guiding organizations and leaders in comprehensively navigating unique and complex challenges and emerging situations. This encompasses a wide area of need, but common issues I support leaders with are:

1. How to navigate challenging employee situations

2. Crisis response

3. Conflict resolution

4. Developing approach plans and scripts for difficult conversations

5. Renegotiating priorities

6. Perception management/correction

7. Making and implementing complex decisions, and/or navigating stakeholder reactions to decisions

It’s very common to know some support is needed, but not to have a specific idea of what that entails.

I pride myself on my ability to help clients identify root issues and develop a clear, actionable, and realistic plan for meeting your unique needs.

This is usually something I discuss with potential clients during a free consult, so please feel free to reach out to me, regardless of where you’re at in your decision-making process.