I help organizations stop paying the tax they don't know they're paying.
There's a hidden cost buried in most organizations—scattered across disability claims, turnover, recruiting, and teams operating well below their capacity. No single line item, so no single owner. But add it up, and you're often looking at one of the largest controllable expenses on the books.
I see it because of where I've been. Eight years in disability management across major Canadian insurers gave me a vantage point most consultants don't have.
I read the claims. Thousands of them. I saw which departments kept appearing, which supervisors had three times the leave rate of their peers, which "performance issues" traced back to environments that would break anyone. I worked with hundreds of employer organizations and watched the same patterns repeat.
The pattern was consistent: the employees who came back successfully had supervisors who supported them, teams that welcomed them, and processes that felt fair. The ones who didn't return—or who went right back out within months—had textbook accommodation plans and workplaces that hadn't changed.
Most executives never see these patterns. The costs are scattered—benefits pays the claims, HR handles the turnover, operations absorbs the productivity loss. No one's connecting the dots. But when you do, you realize: culture isn't an HR initiative. It's a business lever.
I went back to school because I was tired of watching the pattern repeat.
I needed to know: was there actually a better way? Or was this just how organizations worked?
What I found in the research confirmed what I'd seen operationally—and gave me the methodology to do something about it.
What the evidence actually shows
Workplace factors predict outcomes better than clinical treatment. Supervisor support, team dynamics, procedural fairness—these aren't soft skills. They're the variables that determine whether someone returns to work successfully, stays engaged, or walks out the door.
Individual wellness programs don't move the needle. A 2024 study of 46,000+ workers found that mindfulness apps, resilience training, and stress management programs produce essentially zero effect on organizational outcomes. You can't fix a systems problem with individual solutions.
Organizational-level interventions work. When you change structures, processes, and leadership behaviors, outcomes follow. The research isn't close.
CultureIQ Labs exists to close the gap between what the research shows and what organizations actually do. I combine the pattern recognition from eight years of operational experience with the methodology of industrial-organizational psychology.
The result: I can see things most consultants miss. And I can help you fix them at the level that actually matters—the system, not the symptoms.
Background
Education
M.S. Industrial-Organizational Psychology
Capella University, 2026
Research focus: Psychological safety measurement, organizational-level interventions, return-to-work outcomes
Professional Designations
SHRM-CP — Society for Human Resource Management
CDMP — Certified Disability Management Professional
C.Mgr. — Chartered Manager (CIM)
People Analytics Specialist — AIHR
Experience
8+ years in disability management across major Canadian insurers
Managed thousands of claims, worked with hundreds of employer organizations, developed deep expertise in what actually predicts return-to-work success
Roles spanning insurance, reinsurance, and third-party administration
Research Foundation
Evidence synthesis across 650+ peer-reviewed studies in psychological safety, organizational interventions, and culture transformation
Methodology grounded in Edmondson's psychological safety framework and positive organizational psychology
How I Think
Three principles guide every engagement.
Evidence Over Intuition
Every recommendation is grounded in organizational psychology research—not consultant hunches or industry trends. When the evidence changes, my recommendations change.
Systems Over Symptoms
I look for root causes, not surface problems. If you have a "communication issue," I want to understand what structural conditions make communication unsafe—and fix those.
Independence Over Dependence
My goal is to build your internal capability, not create a recurring consulting contract. Success means you don't need me anymore.
What I Believe
The convictions behind CultureIQ Labs.
Culture is a business strategy
Not an HR initiative. Not a nice-to-have. The organizations that figure this out gain a competitive advantage. The ones that don't keep paying the tax.
Candor serves people better than comfort
I'd rather tell you something difficult now than let you invest in an approach the research shows won't work. Kindness and honesty aren't opposites.
Most "people problems" are system problems
The turnover, the burnout, the disability claims—these aren't individual failures. They're signals that something in the environment needs to change.
Good work requires good conditions
Create the conditions for people to succeed, and most will. Keep treating symptoms while ignoring the system, and you'll keep seeing the same patterns.
Beyond the credentials
I'm currently based in the Greater Montreal Area and will be relocating to the Niagara Region of Ontario in mid-2026. I work with organizations across Canada and am fluent in both English and French.
When I'm not thinking about organizational systems, you'll find me at hockey rinks with my two boys, reading research papers for fun (yes, really), or stealing quiet moments with a good coffee.
I believe in rest, continuous learning, and the occasional reality TV show.
I built CultureIQ Labs because I saw too many good people burn out in systems that could have been better. Some of them were colleagues. Some of them were clients. A few of them were me, in earlier seasons.
This work is personal. It always has been.
Want to see what I see?
Take the free A.R.T. Assessment to get a picture of psychological safety in your organization—or book a call to discuss what's happening and whether I can help.
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