THE ORGANIZATIONAL HEALTH INTENSIVE

Neither—and a bit of both in the best way.
This is organizational health work. We look at how leadership, communication, culture, and structure are functioning together and address the systems—not the people—so the practice can stabilize and grow. It’s practical, structured, and deeply human.

This work is best suited for group practices that are experiencing internal strain—turnover, misalignment, burnout, communication breakdowns, or leadership fatigue—even if things look “fine” from the outside.

If running your practice feels heavier than it used to, or if you’re spending more time putting out fires than leading intentionally, this is likely a strong fit.

I primarily work with group mental health practices, including therapy, psychiatry, psychological testing, and multidisciplinary clinics. Many of the practices I support are multi-location, include trainees or testing programs, or have grown faster than their infrastructure could support.

Most leaders spend 2–4 hours per month, plus participation in the half-day Leadership Cohesion Lab. The work is intentionally designed to be meaningful without becoming another burden on your calendar.

That’s more common than not. The process is designed to surface misalignment safely and productively. You don’t need a “perfect” leadership team to begin—just a willingness to be honest and engage in the work.

Yes—but not through surface-level fixes.
We address the root causes of turnover and burnout: unclear expectations, communication breakdowns, role confusion, leadership misalignment, and systems that rely too heavily on individual effort. When structure improves, people feel safer, more supported, and more likely to stay.

No. This work focuses on organizational health, leadership, and operational clarity. While we may touch on hiring, onboarding, and internal workflows, this is not legal or HR compliance consulting.

Yep to all! The framework works regardless of employment model. Organizational health challenges exist across IC and W-2 structures, and the work adapts to your specific setup.

I bring both lived experience and structure.
Before consulting, I spent over a decade as the Practice Manager of a large multidisciplinary practice, navigating the same pressures you’re likely experiencing now. This work is informed by that reality—not theory alone.

Most practices experience:

• Improved leadership alignment

• Clearer communication systems

• Reduced internal tension

• Better onboarding and retention

• Stronger culture and morale

• More confident, less reactive leadership

The goal is not perfection—it’s sustainability.

Some practices transition into ongoing support through Fractional CEO services or strategic retreats. Others feel equipped to continue independently. We’ll assess what makes the most sense for your practice near the end of the engagement.

This offering is designed for group practices with at least 6 team members. Smaller practices may be better served through other consulting options.

That’s completely okay. This work requires readiness and honesty.

You’re always welcome to start with a free discovery call, complete the Organizational Health Diagnostic, or simply stay connected until the timing feels right.

The first step is a free, no-pressure discovery call. We’ll talk honestly about what’s happening inside your practice and decide together whether this work is a good fit + a good level of support for your practice.

The Organizational Health Intensive is deep, meaningful work—and it’s not the right fit for every practice. This offering may not be a good fit if:

• You’re looking for a quick fix, template, or surface-level strategy

• You want someone to “fix your staff” without examining structure, systems, or leadership dynamics

• You’re not open to honest reflection or feedback

• You’re in an active crisis that requires immediate HR, legal, or compliance intervention

• You’re unwilling to involve leadership in the process

• You’re hoping to delegate this work entirely to one person without leadership participation

• You’re not ready to slow down enough to build something sustainable

This work asks for honesty, curiosity, and commitment.

It’s designed for practices that are ready to look beneath the surface—not just rearrange it.

If you’re a Practice Manager or Clinical Director, there’s a good chance this page speaks directly to your lived experience.

You may be:

• Holding the practice together quietly

• Translating between clinicians, owners, and admin

• Managing competing priorities with limited authority

• Feeling responsible for outcomes you don’t fully control

• Carrying emotional labor that no one sees

• Seeing the cracks before leadership does

This work is for you if:

• You have buy-in from the owner(s) or executive leadership

• You are part of the leadership conversation—not expected to do this alone

• You want structural change, not just more responsibility

• You’re ready to advocate for systems that support both staff and leadership

This work is not designed to place more weight on your shoulders.

It’s designed to rebalance responsibility, clarify authority, and give you the structure and support you need to lead effectively—without burning out.

If you’re interested, I encourage you to share this page with the owner(s) of your practice or invite them to join a discovery call. I’m happy to support those conversations thoughtfully and respectfully.