Services
Building trust and developing performance in the workplace
Team Cohesion
Every team is made up of people with different strengths, perspectives, communication styles, and lived experience. Diversity of thought is an asset—but only when trust is present. Trust is the foundation that allows teams to collaborate effectively and achieve high levels of commitment, satisfaction, and productivity.
I work with teams to make differences visible, understandable, and useful rather than sources of friction. Using tools such as the PRINT® assessment, team members gain insight into how they operate, how others differ from them, and how those differences can be leveraged in service of shared goals.
As Patrick Lencioni’s research shows, strong businesses are built on high-functioning teams—places where trust enables honest dialogue, accountability, and sustained performance.
Former FBI hostage negotiator Chris Voss captures this reality well: “Emotions aren’t the obstacles; they are the means.” When teams learn how to understand and work with emotions rather than avoid them, collaboration becomes more natural and effective.
Healthy Culture
Wherever people gather, a culture will form. The question is not whether a culture exists, but whether it has developed by accident or by intention.
Healthy cultures are characterized by clarity, trust, accountability, and shared values in action—not just on paper. In these environments, people understand what is expected of them, feel respected, and believe their work matters.
I work with leaders to assess cultural signals such as morale, communication patterns, decision-making, and alignment between stated values and everyday behavior. From there, we identify small, practical shifts that can have an outsized impact on resilience, engagement, and long-term organizational health.
When culture is intentionally shaped, it becomes a stabilizing force—especially during periods of growth, stress, or change—rather than something leaders are constantly reacting to.
Managerial Skills
Employees rarely leave organizations—they leave managers. Research consistently shows that the relationship between a manager and their employees is one of the strongest predictors of engagement, performance, and retention.
Managers sit at a critical intersection in any organization. They are expected to translate leadership vision into day-to-day practice, motivate diverse personalities, manage conflict, and sustain performance—often without ever having been taught how to do these things well.
I help managers develop the relational and communication skills that are essential but frequently overlooked. This includes:
Building trust and psychological safety
Giving clear, effective feedback
Navigating conflict productively
Motivating and engaging employees through relationship, not pressure
Gallup research underscores that the quality of relationships—especially between managers and employees—is the strongest driver of engagement and retention. Similarly, Salesforce research has found that lack of effective communication is a leading cause of failed projects, while strong communication can significantly increase team productivity.