MY COACHING APPROACH
My approach to coaching and consulting is informed by the following values and frameworks:
Trauma-informed leadership – an approach that recognizes the pervasiveness and impact of trauma on survivors, staff, organizations, and communities, and ensures that this understanding is incorporated into every aspect of an organization’s administration, culture, environment, and service delivery; guided by the principles of trauma-informed care: safety; trustworthiness & transparency; peer support; collaboration & mutuality; empowerment & choice; and practices of inclusivity regarding cultural, historical & gender issues. In my coaching practice, this means… engaging in shared decision-making, using a strengths-based mindset, checking in throughout our sessions to ensure ongoing consent and safety, and referring to trauma therapists when indicated.
Healing-centered engagement – a holistic approach to implementing trauma-informed care and leadership that highlights the strengths and resilience of individuals, teams, and communities, and leverages those strengths to foster wellbeing; this approach views individuals and communities as agents in shaping their own wellbeing, and often centers collective or community-level healing, rather than being solely focused on individuals. In my coaching practice, this means… discussing how trauma coping mechanisms can help or hinder your leadership, fostering sources of support and community, engaging in mindfulness activities to feel centered before reacting or responding.
Anti-racism – an active, conscious, and continuous practice of identifying and opposing/dismantling racism, while centering the voices, needs, and leadership of BIPOC people and communities. In my coaching practice, this means… being accountable for my whiteness, challenging white supremacy culture which is pervasive in the workplace and typically expected of leaders, engaging in a repair process when I commit racial microaggressions.
Restorative justice – a way of responding to conflict or wrongdoing that centers the people or communities who were harmed, includes a system of accountability, and establishes a process for repairing relationships, with the aim of making things as right as possible for those who were impacted. In my coaching practice, this means… working on active listening as a critical leadership skill, focusing on harm reduction in decision-making processes, exploring models of repair and accountability within organizational structures.
Employee-centered – prioritizing interpersonal relationships and centering employee wellness and safety. In my coaching practice, this means… discussing and reflecting on feedback from staff, finding areas of alignment with staff and/or union members, prioritizing a servant leadership approach.
Thought work – the process of observing and managing your thoughts. In my coaching practice, this means… exploring and challenging the ways implicit biases shape our thoughts and behaviors, working on reacting intentionally and mindfully rather than automatically, focusing on ways to change behaviors over time.
Growth mindset – the belief that a person's capacities and talents can be improved over time, and that mistakes can be opportunities for making meaningful change. In my coaching practice, this means… reflecting on mistakes and lessons learned, modeling admitting to mistakes and changing your mind based on experiences and staff feedback, changing workplace cultures that focus on blame to focus on growth.
Positive psychology – an approach to studying human thoughts, feelings, and behavior, with a focus on strengths instead of weaknesses, focusing on both individual and societal wellbeing and quality of life. In my coaching practice, this means… finding the joy in your work and helping your staff find joy in their work, prioritizing wellbeing in a stressful world and workplace, using positive reinforcement to shape culture rather than punitive actions.