We spend so much of our lives at work, and that’s important.  Not only because it impacts how we see the world, but also because if we are unhappy at work, that means we’re unhappy most of the time.  If we’re struggling at work, that means we’re struggling most of the time.  And that impacts the future of productivity and success, for us and for the company.

When the brain is under stress, it diverts resources from higher-order thinking to survival behaviors.

This is a terrible waste of potential.

The SIEF material provides a lens which can help to increase satisfaction and decrease frustration on your team, with your leadership, and with colleagues across the organization.  It helps people understand how and why their colleagues are doing what they do.  It helps diffuse the judgments that make differing styles into major points of contention, and it provides tools to change habits and behaviors that are leading to conflict which reduces productivity.  With the new tools, the team gets more done in less time and stays happier over the long term, which can increase retention and save money and training time.

SIEF-based antiracism work functions much the same way, offering an innovative lens through which everything from subtle criticisms to decisions about leadership can be evaluated and corrected–at the individual level, day by day.  Change doesn’t happen overnight, but it doesn’t happen at all when implicit bias remains unchallenged.  The SIEF gives you a way to understand exactly what needs to change to improve the situation for diverse employees at all levels.


Consulting, for either SIEF- based leadership development or SIEF-based antiracism work within an organization, is a process refined in an initial series of conversations, so that the work is a good fit.  I want you to have a chance to talk with me about what you need and what challenges you’re facing.

Stages are likely to include:

  1. development and refinement of the plan
  2. conversations with key players and stakeholders within the organization to better understand the scope of the situation
  3. plan laid out and presented to leadership for feedback
  4. combination of individual coaching and team workshops to educate and train organization members
  5. debrief/followup scheduled

The depth and complexity depend on both the organization and the situation.

Pricing is set according to the scope of the project.  Expenses are additional.