Meeting Facilitation
Some Conversations Are Too Important to Leave to Chance
I facilitate working sessions where the stakes are high, the dynamics are complex, and you need someone who can hold the room.
Maybe your leadership team needs to have an honest conversation about how you’re working together, but nobody wants to be the one to start it. Maybe you’re navigating a transition and people aren’t aligned on what it means for the culture. Maybe you’ve tried to have this meeting internally and it went sideways.
A skilled facilitator doesn’t just keep the conversation moving. I help you figure out what the conversation actually needs to accomplish, design a process that gets you there, and stay neutral so your leaders can be fully present instead of managing the room.
The situations I’m most often called into involve teams under strain, leadership dynamics that need untangling, or organizations trying to get intentional about how they work together. That’s where I do my best work.
This kind of support is often needed when:
A group is dealing with a controversial issue or difficult problem and can't make headway
Staff meetings are consistently emotionally charged and decisions never stick
Disparate groups or teams need to collaborate on high-stakes initiatives
A team is trying to solve a complex or sensitive problem and members can't be neutral enough to facilitate themselves
A geographically distributed team is struggling to build cohesion, trust, or a shared culture across locations
A leadership team is misaligned on expectations and needs a structured conversation to get on the same page
An organization is planning investments in culture or team development and needs to build buy-in before moving forward
A new leader is inheriting a team and wants to establish how they'll work together from the start
A Few Examples
Building Team Cohesion During Rapid Growth
The situation: A small, remote nonprofit had tripled in size. Newer staff felt overwhelmed, unsupported, and disconnected from the team they’d joined.
What I did: I facilitated sessions focused on the team’s strengths, communication patterns, and the specific friction points causing the most strain. As a result, the team developed stronger cohesion and a shared language for supporting each other.
Improving Team Communications
The situation: A Human Resources team at a large association had experienced changes in top leadership. The new supervisor’s style was creating significant bottlenecks, and no one knew how to bridge the communication gap.
What I did: Using the Everything DiSC Workplace model, I helped the team understand each other’s communication styles, surface hidden priorities, and identify the triggers shaping their interactions. The team left with a clearer picture of how to work together more effectively.
Building Connection Across a Siloed Organization
The situation: Four operational departments at a national civil and human rights organization worked alongside each other regularly but barely knew one another. Staff were hesitant to reach out across department lines, even when the work required it.
What I did: I designed and facilitated two half-day virtual workshops, spaced a week apart, to give staff across all four departments a chance to connect in a low-stakes, interactive environment. By the end, people were putting faces to names and voices they’d only known through email. The client reported increased collaboration and communication across departments afterward.
Focus Group
The situation: A large nonprofit needed to assess the feasibility of a multi-million dollar initiative with 40+ scientists, working virtually. The stakes were high: the outcome would guide a multi-year project.
How We Helped: Working collaboratively with the sponsor, I designed a detailed collaborative virtual workspace using Mural to support structured small group discussions across an all-day session. The sponsor came away with sufficient data to make critical decisions about the initiative’s future.
Facilitation work often surfaces patterns that go beyond a single meeting or session. When what emerges points to something deeper, like misaligned expectations, unspoken norms, or leadership behaviors shaping the culture, a Culture Threads Assessment is often the right next step.
It’s a structured way to understand what’s actually driving those patterns and decide what to do about them.