I see you.

You entered healthcare to care, heal, and steward people, not to spend nights firefighting overtime, vacancies, and hierarchies that make it hard to breathe.

If your body is saying “something deeper must shift,” you’re already tuned to the work I’m invited to do.

What I do

I guide BC healthcare leaders from overtime chaos to calm, presence-led teams by restoring psychological and neurobiological safety, starting in the nervous system and radiating through the system.

This practice is called Safe Space Systemic Leadership & Coaching™:

Somatic, relational, evidence-anchored, and paced at the Speed of Your Presence.

Where it comes from

• 20 + years inside trauma-organized systems—executive suites to frontline huddles

• Menominee roots & Indigenous circle-keeping traditions

• Mentors: Virginia Satir, Amy Edmondson, Otto Scharmer, Alan Seale, and many more...

• Lived experience: neurodivergence, complex trauma recovery, navigating complex family systems while leading 150-person teams

I’ve felt the burnout, held space for exhausted nurses, and navigated the politics that keep good people stuck. Every tool I share has been tested first in my own body and real BC units.

How we work together

1. See the distress as data—no shame, no blame.

2. Co-regulate—60-second presence pauses that ripple through rosters.

3. Steward value—align KPIs to one question: Are our people leaving work more whole than they arrived?

Invitation

If you’re ready to stop surviving the system and start renewing it,
invite your 1-Page OT & Staffing Relief Plan → A concise roadmap that shows where to start, no slides, no pitch, just grounded value you can use tomorrow.

Because no system is worth saving if it breaks the people inside it.

Let’s re-imagine BC healthcare—from the inside out, one nervous system at a time.

Six Systemic Distress Spirals & Playbooks 

Trust Collapse (Disconnection)

When safety erodes, people are biologically wired to retreat 
🔥 Conversations stall
🔥 Collaboration disappears
🔥 Leaders carry the weight alone
Rewire the system for trust—start reconnecting →

Operational Breakdown (Dysfunction)

Clarity collapses, roles blur, and fear-based decisions drive chaos 
🔥 Confusion turns into conflict
🔥 Conflict turns into burnout
🔥 Burnout tips into collapse
Restore shared purpose—fix the chaos →

Commitment Collapse (Disengagement)

Staff aren’t lazy—they’re psychologically unprotected and invisible 
🔥 Engagement can’t be forced
🔥 Ownership can’t be demanded
🔥 But it can be designed
Design for belonging—unlock team buy-in →

Cultural Breakdown (Disrespect)

Gossip, blame, and bullying are safety failures, not personalities 
🔥 Trust erodes, people turn against each other
🔥 Fear drives behaviour, deviation spreads
🔥 Good people leave first
Model clear boundaries—set the standard →

System Overload (Dysregulation)

Chronic fight-or-flight makes reactivity the norm 
🔥 Strategy disappears under survival
🔥 Errors rise, tempers flare
🔥 Exhaustion masks as “professionalism”
Stabilize the nervous system—break the burnout cycle →

Talent Exodus (Drain)

Your best people aren’t leaving because of the job—they’re leaving because they don’t feel safe enough to stay 
🔥 Workloads balloon for those who remain
🔥 Experience walks out the door
🔥 Recruitment can’t keep up
Make staying the obvious choice—stop the drain →