I speak about culture and what makes it great in a refreshingly practical way.

You know the kind of people who become extremely enthusiastic whenever they start talking about their work? I’m one of them. And not just around the dinner table with friends, but also on Zoom or live for bigger audiences at company events, internal conferences, or offsites. 

There are amazing ideas out there about the future of work and what it means for organizations. What I find lacking are ideas about how to make these concepts tangible, actionable, and relatable.

I won’t sell you some secret sauce you’ve never heard of about how to build a great culture. I’m a lot more interested in how you can take all those good ideas and translate them into operational reality.

It's a great joy to talk to people who listen with glittering eyes, but I'm not afraid of skeptical audiences either. I want to show that ‘human-centered’ and ‘high-achieving’ aren’t mutually exclusive. Involving people in your organizational development doesn’t have to mean slowing down your operation.

My talks are built on real-life stories and experiences with clients, and you are guaranteed to leave with a long list of things you can do to make your ideal culture a reality.

let's speak about speaking

topics I Am PASSIONATE ABOUT

Radical Collaboration

People tend to think they have nothing new to learn about collaboration. The first few minutes of the talk is enough to provide a reality check. Team members will understand what true collaboration looks like, where they might be missing the mark, and how they can contribute to co-creating a radically collaborative team and organization.

Humans at work 

To build a human-centered organization, you need to actually understand humans and how they work at work. Most of us like to think that our professional side is completely separate from our private one. Once we dare to take a look at our messy human selves at work, that’s when we can start to harness the true power of human potential. These talks are about needs, fears, psychological safety, and all those things you, your colleagues, and your clients bring into a meeting room without even being aware of them.

Co-creative organizational design

A common fear about asking your team for opinions is that it will lead to slow decisions and chaos. “It might have worked when we were smaller, but not anymore.” I believe the best organizational solutions emerge when people feel they’re a part of your growth process, and I want to show you how to run a company where decision-making is fast and efficient AND everyone feels important and involved.

Difficult conversations 

When things are going well, it’s easy to say you have a great culture. The real test of what you’ve built comes when there is stress, tension, and feedback that’s hard to manage. The ultimate organizational development tool is when people learn to have difficult conversations and use conflict as a springboard for innovation and growth. I walk you through the most common difficult conversation scenarios and give you frameworks and practical steps to resolve issues in a way that supports relationships and contributes to better solutions.

topics I Am PASSIONATE ABOUT

Radical Collaboration

People tend to think they have nothing new to learn about collaboration. The first few minutes of the talk is enough to provide a reality check. Team members will understand what true collaboration looks like, where they might be missing the mark, and how they can contribute to co-creating a radically collaborative team and organization.

Co-creative organizational design

Difficult conversations 

Radical Collaboration

Humans at work

To build a human-centered organization, you need to actually understand humans and how they work at work. Most of us like to think that our professional side is completely separate from our private one. Once we dare to take a look at our messy human selves at work, that’s when we can start to harness the true power of human potential. These talks are about needs, fears, psychological safety, and all those things you, your colleagues, and your clients bring into a meeting room without even being aware of them.

Difficult conversations

Radical Collaboration

Humans at work

Co-creative organizational design

A common fear about asking your team for opinions is that it will lead to slow decisions and chaos. “It might have worked when we were smaller, but not anymore.” I believe the best organizational solutions emerge when people feel they’re a part of your growth process, and I want to show you how to run a company where decision-making is fast and efficient AND everyone feels important and involved.

Radical Collaboration

Humans at work

Co-creative organizational design

Difficult conversations 

When things are going well, it’s easy to say you have a great culture. The real test of what you’ve built comes when there is stress, tension, and feedback that’s hard to manage. The ultimate organizational development tool is when people learn to have difficult conversations and use conflict as a springboard for innovation and growth. I walk you through the most common difficult conversation scenarios and give you frameworks and practical steps to resolve issues in a way that supports relationships and contributes to better solutions.