Every wellbeing initiative begins with understanding your unique needs. Whether you approach me with a specific program in mind or employee feedback highlighting concerns, my consultation process creates space to discuss challenges and define success. I love designing targeted programming that makes employees feel seen and valued—even when underlying circumstances can't be changed. This collaborative approach transforms workplace challenges into opportunities for meaningful support.

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When I work with organizations for wellbeing programming, I always start with a consultation. So sometimes people come to me really dialed in on exactly what they want to do, date, time, location. Other times they've maybe just gotten some employee survey results or have been hearing some pain points, and they're trying to brainstorm different ways to address those challenges. I want to be that place where you can talk about those challenges, think about what success really looks like for a program, and then help you get where you want to go. An example would be Leadership Development Day for a big organization I did this past summer. They had a return to office mandate for an extra week per month. And there was a lot of stress, anxiety, and they knew this was going to add some more challenges to those employees. So I couldn't fix that. I couldn't change that. But I knew that I could listen to some of the things that had been shared and address that specifically in my programming so that employees feel seen, heard, and valued, which is a key to burnout prevention.