The skills have to leave the training room. Otherwise it’s not training, it’s just another meeting.
How people communicate, handle conflict, and develop each other shapes workplace culture. I partner with organizations and individuals through training and organizational development to build inclusive, socially just workplaces equipped to address today's toughest challenges.
People skills are the glue that holds everything together
Technical skills get the work done. People skills determine how well your organization works. 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: how people talk to each other, how they treat each other, the tension that sits in a meeting, the culture around who feels safe enough to speak up, and what happens when they do.
But communication and conflict resolution 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. Both matter.
Flexibility and adaptability live inside this skillset too. This is what makes an organization able to hold real people, real conflict, real change.
Challenges that I help organizations overcome
We have talented people with the technical skills to do the job. The problem is they don’t know how to communicate with each other.
We promote from within, but our team leads have trouble with feedback. Much of what they do involves giving or receiving feedback.
There’s a culture of avoiding conflict. It’s getting in the way of everything else we do.
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 stick.
We have dedicated people, but there’s a disconnect between the values on the wall and how people show up.
If any of this sounds familiar, you’re in the right place.
AREAS OF EXPERTISE
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.
Training Solutions
Training Solutions covers two tracks: Communication and Conflict Resolution, built for staff and leadership, and Training Design and Delivery, built for the people who carry this work forward internally.
Organizational Development
I offer consulting in cultural transformation, which for me includes two things usually treated as separate functions: values alignment and resilience building. Values alignment is the work of making sure the values an organization names out loud are the ones actually shaping how people treat each other day to day. Resilience building is the work of helping people and teams move through stress, conflict, and change without fracturing. The two overlap more than they're given credit for — values don't hold up under pressure without the capacity to weather that pressure together.
At the heart of cultural transformation is understanding how people work together. I attend to the process side of things — the invisible, intangible parts of workplace dynamics that show up as ingrained patterns and unspoken norms. Think of it as the gap between your organization's stated values and how people actually show up. That's where I work.
TRAINING SPECIALTIES
Training for transfer, training for change
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.
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 I use it
Organizational development (OD) is a discipline concerned with how organizations are designed. It focuses on system-level issues such as culture and values, leadership, and strategic planning. OD aims to improve how organizations function, and how they can deliver on their mission. It draws on organizational behavior and change management, and works at the level of structures and patterns, not individual performance. Because those patterns are ultimately carried by people, the discipline sits close to psychology, particularly group dynamics and how adults grow and change over time. For this reason, it is often paired with adult development and education. Understanding social systems and human processes — communication and conflict resolution chief among them — takes the same lens as understanding how adults learn and grow. That pairing of organizational psychology and adult learning is what makes change durable, not just well-intentioned.
My OD work focuses on cultural transformation, values alignment, and resilience building. Shifting organizational culture takes more than a single workshop — it requires attending to the invisible patterns underneath it, in a longer engagement that takes place on-site, and often over several months. I work collaboratively with your team throughout. My goal is that the work we do together carries forward once our engagement ends.
DELIVERABLES MAY INCLUDE:
ASSESSMENT TOOLS
CUSTOM WORKSHOPS
MENTORING
TRAINING GUIDES
MY APPROACH
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.
Curiosity and listening
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.
Power is part of the analysis
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.
Thoughtful use of methods
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.
Cultivate a culture of learning
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.
Lay the groundwork for lasting change
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.
Confidentiality
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.
HOW I DESIGN TRAINING
What makes my trainings different?
In-person, every time
Training is delivered in person because being face-to-face allows for nuanced observation, hands-on application, and trust building. This work requires real human interaction, real practice with others, and on-the-spot feedback. The exception to this is mentoring sessions, which often take place online.
Content and application
Having knowledge about a skill and knowing when and how to use it are two different things. Both are important. Every session involves bringing these two things together: content and practice, so people leave equipped with a functional understanding of the skill, and get experience using it.
Context matters
No two organizations are the same. Every training is adapted to address the unique needs of your organization.
Name the problem, and address it
What goes unnamed doesn't go away — it just goes underground, and gets harder to work with. Naming the discomfort, sitting with it, and creating space to move through it is where real change happens.
Why choose me?
I don’t make unrealistic promises. You’re paying for training that transfers, not vibes. 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.
HOW IT WORKS
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.
Engagement Models
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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
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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'm not accepting new organizational development clients right now, but reach out if you'd like to know when a space opens up.
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Ideal for conferences and special events
A single session: a keynote, a conversation your team needs outside support to hold well. 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.
Frequently Asked Questions
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Everyone in an organization works with other people, which makes this training relevant well beyond a single team or department. Both programs can be delivered for a single team, a cross-functional cohort, or the whole organization across multiple sessions.
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No. Both are popular in corporate training, but the evidence doesn't hold up, and personality typing in particular runs counter to how I think about people and change. I use methods that are grounded in what actually works.
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No, not as stand-alone sessions. My approach is intersectional — race, gender, equity, and inclusion are built into everything I do, not treated as a separate module or a compliance box to check. If a stand-alone training is specifically what you're looking for, I'm not the right fit.
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Session length varies by program and by what works for your organization — we'll settle on that together during the scoping conversation. Most sessions run two to four hours — enough time to practice and debrief.
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Yes, and often that's the more powerful approach. Training works best when it's connected to a broader culture or OD effort. I'm happy to design a more integrated engagement.
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Several weeks at minimum, though complex multi-session programs benefit from more lead time to allow for proper scoping and organizational preparation. Reach out and we'll figure out what's realistic.