Professional Development Offerings

Cultivating Safe Spaces is gaining momentum, and I believe over 120 facilitators are trained nationwide. If you have learned about the four perspectives introduced in the training, we each bring our own unique style, background, and lived experience to the work.

I feel most connected to the innovation perspective and use a relational approach. Meaning I ask a lot of questions and dive deep into language, metaphor, symbolism and program development. I seek to understand the root causes of behaviours, beliefs, and tendencies as well as the broader context shaping these ways of doing things. I tend to feel rushed when delivering a one-day intensive; as a processor myself, I recognize it takes time to absorb new information, especially when it requires behavioural change.

I’ve worked in organizations where intensive trainings don’t stick despite good intentions. Executive leaders come back together time and again wondering why culture isn’t shifting, why HR has a revolving door, and why people haven’t integrated their learnings. Having been around those tables while needing to be financially accountable to Boards and communities, a multi-day or multi-session program that empowers staff to hold self-responsibility has proven results.

This is why I’ve combined my CSS training with my experience in government, post-secondary and non-profit organizations to develop two programs, one in-person and one virtual, with continued one-to-one mentorship after the initial training.

I also believe the most effective trainings include all levels of leaders - front line, middle management, executive, governance. It becomes too easy to stand in one area and point at an issue across the room. If we are to grow heart-centred leaders, we must do so collectively.