Companies run on relationships.
Relationships run on unconscious patterns.

How leaders relate, to themselves and others

—> Culture

—> EITHER trust and alignment OR drag and dysfunction

How leaders shape culture

Leaders don’t leave their history at the door.

Without intending to, they bring relational patterns and beliefs about trust, power, and belonging into the companies they build.

Absent intentionality, natural elements of the human experience - unspoken needs, assumptions, and emotions - manifest as company-dragging politics.

With intention, humanness becomes the foundation for cultures that scale trust, resilience, and performance.

In fast-moving, high-pressure startup environments, these patterns surface fast and shape culture quickly.

• Cofounders find themselves locked in reactive cycles.

• Leadership teams fracture into in-groups and out-groups.

• Key leaders burn out, isolate, or lose influence inside their own companies.

• Employees feel unsafe, unheard, and disengaged.

• Gossip, politics, and dysfunction start to feel “normal.”

All of it is human.

The question is: will you work with these dynamics intentionally, or let them run your company?

My Approach

As a former owner-operator, McKinsey consultant, and startup operations leader, I understand the unique pressures of leadership. Now trained in somatic, relational, and systems-based approaches, I help founders and leadership teams transform the unconscious patterns that create friction and burnout.

It's not “tips and tricks.”

It's not therapy.

It's targeted work rooted in the neuroscience of transformation, helping you understand and shift how you and your team show up, especially during conflict, high-stakes decisions, and organizational change.

We will explore:

• How your nervous system shapes your leadership presence and decision-making under stress.

• The unconscious patterns driving reactive dynamics.

• How early relational experiences impact how you handle conflict, feedback, visibility, and power.

• How to notice and shift subtle signals that shape company culture (tone, language, pacing, body language, responsiveness).

A few core beliefs

Culture is relational. It’s not words on the wall. It’s how leaders relate - to themselves, to each other, and to their teams.

Feelings don’t stay at home. Humans bring their full selves to work. Ignoring this reality invites dysfunction.

Patterns repeat until they’re made conscious. Leaders inevitably recreate personal patterns inside their companies… until they become aware and choose differently.

Change happens through presence, not pressure. Pushing harder doesn’t change relational dynamics. Awareness does.

Offerings