Work With Me
My work starts where other consultants stop: at the intersection of conflict, authority, and decision-making. I am brought in when an organization's usual approaches have not resolved the problem: When the team meeting didn't help; when HR has escalated; or when the same issues keep resurfacing.
What I bring is both interpersonal skill and structural understanding. I can hold a difficult conversation and diagnose the system producing it.
Mediation & Conflict Resolution
Best for: Workplace disputes, partnership breakdowns, team fractures, and situations where two or more parties need to reach a workable agreement.
When a working relationship has broken down, the damage extends well beyond the individuals involved. It affects team morale, slows decision-making, and often forces others to choose sides or manage around the conflict.
In mediation, my role is not to judge or advise. It is to create conditions where both parties can be heard clearly, understand what the other needs, and agree on a workable path forward. The goal is not consensus — it is a durable agreement that allows work to continue.
I also work to surface the structural conditions that made the conflict possible: Blurred boundaries, unspoken assumptions, inconsistent authority. Addressing these prevents recurrence.
Format: Typically 2–4 structured private and confidential individual sessions with each party, in person or virtual, followed by a mediation session with all parties, facilitated by me, the neutral mediator.
Organizational Consulting & Facilitation
Best for: Teams, departments, or whole organizations where structure, roles, or accountability are unclear, and where conflict or stalled performance is the symptom.
Most workplace conflict is not a people problem. It is a structural one. When roles are unclear, when decision rights are not explicit, when authority is inconsistently applied, people fill the gaps with workarounds, informal hierarchies, and low-grade tension that accumulates over time.
This work typically begins with an assessment: I spend time understanding how decisions are actually made, where accountability is breaking down, and what informal practices have replaced formal ones. From there, we build the structures that support good work: clear roles, explicit decision pathways, workable accountability, and the communication practices that hold them together.
I also design and facilitate the strategic conversations that require all voices in the room — values processes, organizational reviews, governance redesign, and culture work.
Format: Scoped to the organization. Engagements range from short focused interventions (2–3 weeks) to longer organizational change support.
Leadership & Executive Coaching
Best for: Leaders navigating high-stakes interpersonal situations, carrying difficult decisions, or building their capacity to hold authority with clarity and care.
Leadership is often lonely work. The decisions that matter most; the ones involving people, authority, trust, and competing interests, are rarely the ones you can talk through with a colleague or your own manager.
My coaching focuses on what is actually happening: The specific situation, the structural constraints, the relational dynamics, and the decision you are trying to make or hold. I do not work from a fixed model. I work with what is in front of us.
Over time, clients become clearer about their own authority, more direct in difficult conversations, and more confident in making and holding decisions under pressure — even when not everyone agrees.
Format: Typically 60–90 minute sessions, frequency shaped by the situation. Can be structured as an ongoing coaching relationship or as focused support during a specific challenge.
If any of this fits what you are facing, the next step is a conversation.
I offer a free 30-minute initial consultation — no obligation, just a chance to understand what is happening and whether I am the right person to help.