Helping humans (in organizations) be human together.
Since launching my leadership and team resilience consulting and trainings, I’ve shared this off-the-record motto in a half-joking way. But lately, it feels less like a joke and more like the whole point.
Helping humans (in organizations) be human together.
The longer I do this work, the more I see how many of our workplaces quietly train the opposite.
We’re trained to override our bodies to push through even when they’re chronically burned out, and morale efforts have the opposite effect.
And then we wonder why teams feel disconnected, why trust is thin, why leaders feel exhausted and alone, why “culture” initiatives don’t stick.
You can’t build a culture of care with nervous systems stuck in survival mode.
Resilience is about the capacity to stay human with each other, especially under pressure. And it works best to build before you really need it. (The second best time to build resilience is when you need it because then we can workshop through current issues together.)
That’s the work I’m doing with organizations right now.
Not quick fixes or motivational talks, but spaces where leaders and teams can actually:
Slow down enough to notice what’s driving their reactions
Build self-awareness and emotional literacy
Process burnout, grief, and change (instead of powering through it)
Clarify shared values and boundaries
Practice communication that builds trust and accountability
Design ways of working that are sustainable, not extractive
It can look like consulting directly with leaders 1:1 on strategy and group repatterning. Often it involves tailored workshops, training for skill-building, or retreats with teams. And sometimes it’s longer-term consulting and culture change work when groups have been mired in dysfunction and need a reset.
But underneath all of it is the same question:
What would it look like for the people here to build skills to be fully human together?
Because when that happens, creativity comes back. Collaboration gets easier. Hard conversations get more honest. And people stop quietly disappearing inside their roles.
If you’re leading a team or organization and thinking, “there has to be a more human way to do this,” I’d love to talk.
You can read more about how I work with organizations here.