Your culture problems aren't people problems. They're system problems.
The training programs didn't work. The wellness app didn't work. That's because you can't fix organizational dysfunction with individual interventions. I help companies address what's actually driving the turnover, the burnout, and the disability claims.
Schedule a Discovery CallHere's what I've learned after 8 years in the trenches
I've managed thousands of disability claims across multiple insurers. I've seen what predicts who comes back to work—and who doesn't. And I can tell you: it's rarely about the diagnosis.
The employees who return successfully have supervisors who actually support them, teams that welcome them back, and processes that feel fair. The ones who don't? They have textbook accommodation plans and managers who say "I hope you're ready to hit the ground running" on day one.
I combine operational experience with I-O psychology training to help organizations see what's actually happening—and change it. Not with another wellness program. With system-level interventions that address the real issues.
What Actually Moves the Needle
The Right Treatment
Clinical care that's oriented toward getting back to work—not just symptom reduction. There's a difference, and it matters.
The Workplace Itself
Supervisor support, team dynamics, accommodations that actually work. This is where culture lives—and where most interventions fail to go.
Someone Connecting the Dots
Healthcare, HR, insurance, the employee—someone needs to coordinate. When no one does, people fall through the cracks.
How We Can Work Together
Every engagement begins with a discovery conversation to understand your specific context. No templates—just targeted solutions.
Organizational Transformation
Culture Diagnostic
Not another engagement survey. A real assessment that shows you where psychological safety breaks down, which team dynamics are costing you, and what's actually driving the issues you're seeing—not just how people feel about their manager.
Why This Matters
Most "psychological safety" surveys measure individual feelings, not team dynamics. That's like taking everyone's temperature and calling it a diagnosis.
You'll understand
- Where psychological safety actually breaks down
- Which team dynamics are driving your turnover
- The gap between stated values and lived experience
- Specific, prioritized intervention targets
A.R.T. Transformation Partnership
A 6-12 month partnership where we actually fix things. We start by acknowledging what's broken (without blame), reclaim psychological safety where it's been lost, and build the conditions for people to thrive. Not a one-and-done workshop—real, sustained change.
Why This Matters
Training alone doesn't change culture. Therapy alone doesn't get people back to work. You need all three pieces working together.
Outcomes include
- Measurable psychological safety improvement
- Reduced turnover and disability claims
- Leadership capability to sustain the work
- ROI documentation for executive reporting
Return-to-Work Culture Consulting
Your disability claims are telling you something about your culture—if you're willing to listen. I help you see the patterns: which departments have problems, which supervisors need support, and why some employees come back while others don't.
Why This Matters
Everyone focuses on the medical side. But the employee's coworkers, their supervisor, whether the process feels fair—that's what actually predicts who comes back.
Includes
- RTW process audit for psychological safety
- Claims-culture pattern analysis
- Supervisor training for accommodation success
- Early intervention protocol design (4-12 weeks)
Teams & Leadership Development
Team Psychological Safety Assessment
A focused look at one team—what's working, what's not, and why people aren't speaking up. You'll get real data (not just vibes) and specific recommendations you can act on immediately.
You'll receive
- Survey design and administration
- Team-level analysis (not just individual averages)
- Detailed findings report
- 45-minute virtual debrief with recommendations
Supervisor RTW & Accommodation Training
Your managers want to do the right thing—they just don't know what that looks like. This workshop gives them the skills and the confidence to support employees coming back from leave, handle accommodation conversations, and avoid the mistakes that send people right back out the door.
Why This Matters
A bad supervisor interaction on day one can undo weeks of clinical progress. Most managers have never been taught how to handle a return—and it shows.
Topics covered
- Accommodation as psychological safety work
- What to say (and not say) on day one
- Managing team dynamics during return
- Early warning signs of failed RTW
Leadership Coaching
One-on-one work for leaders who are navigating something hard—a team in crisis, a culture problem they inherited, or their own transition. We start with what's getting in the way before we talk about where you want to go.
Formats available
- 3-session focused package
- 6-session A.R.T. Individual Protocol
- Ongoing retainer arrangements
- RTW leadership support
Strategic Advisory
Advisory Retainer
A thinking partner on call. Monthly check-ins plus as-needed consultation for HR leaders who want someone to talk through the hard stuff with—someone who's seen it before and won't just tell you what you want to hear.
Ideal for
- Post-engagement sustainability support
- HR leaders building internal capability
- Organizations in ongoing transformation
- Complex, evolving situations
Speaking & Thought Leadership
Talks that challenge the usual HR conference content. I don't do "5 tips for employee engagement." I talk about why the approaches everyone's using aren't working—and what to do instead. Expect pushback, data, and real talk.
Popular topics
- Why Your Wellness Program Isn't Working
- The Return-to-Work Conversation No One's Having
- Psychological Safety Beyond the Buzzword
- What Your Disability Claims Are Telling You
We're a good fit if...
- You're ready to address systemic issues, not just put band-aids on symptoms
- Leadership is genuinely committed, not just looking for optics
- You value evidence over trends and are willing to hear hard truths
- You're a Canadian mid-market organization (100-5,000 employees)
- You want to build internal capability, not create consultant dependency
We're not a fit if...
- You're looking for a quick-fix workshop to check a compliance box
- Leadership isn't willing to examine their own behavior
- You want someone to validate decisions already made
- You're primarily interested in the lowest-cost option
- You need a Big 4 firm logo on the deliverables
How Engagements Work
No surprises. A clear path from first conversation to sustained results.
Discovery Call
30 minutes to understand your situation, challenges, and goals. No pitch—just listening.
Proposal
If there's fit, I'll send a tailored proposal with scope, approach, timeline, and investment.
Engagement
We work together. Regular check-ins, transparent communication, and honest assessment of progress.
Sustainability
The goal is your independence. You'll have the capability and tools to sustain the work.
Ready to talk?
A 30-minute discovery call to explore whether we're a good fit. No obligation, no pitch—just an honest conversation about what you're facing and whether I can help.