I help people have difficult conversations. Whether it’s bridging divides, addressing sensitive topics, or navigating ethical dilemmas and moral injuries, my work is about creating a space for open, honest dialogue. Using the TalkingTaboo method, I combine deep listening techniques, restorative practices, emotional regulation, and teaching nervous system awareness to foster understanding and build lasting solutions.

Not quite. While HR focuses on workplace-specific policies, compliance, and resolving internal disputes, my role as an external facilitator is different. I create a neutral space where honest and open dialogue can happen without the influence of existing workplace dynamics or potential perceptions of bias.

Having someone external lead these conversations can be especially valuable in situations where trust in internal processes might be strained, or where sensitive topics require an unbiased perspective. My approach supports deeper understanding, stronger relationships, and solutions that feel authentic and inclusive for everyone involved.

Mediation typically focuses on resolving a specific conflict or dispute, often with the goal of reaching an agreement or compromise. While my work can help address conflicts, it’s not about finding a quick resolution or sticking to formal mediation processes.

Instead, I focus on creating a space for deeper understanding and connection. Using the TalkingTaboo method, I guide people through processes that build emotional intelligence, regulation, and long-term skills for navigating difficult topics and scenarios. My work goes beyond immediate issues to address underlying dynamics, foster mutual respect, and create lasting cultural or relational shifts.

This approach is particularly useful in situations where conflict isn’t just about one issue but reflects broader tensions or differences, such as structural inequalities or differing values. It’s about transformation, not just resolution.

When we engage in difficult conversations, our bodies can go into a heightened state of stress, making it harder to communicate effectively. The TalkingTaboo method addresses this by helping participants ground themselves—both mentally and physically—so they can engage in dialogue with an open mind. It’s not just about creating cultural safety, but also physical safety, ensuring that people feel regulated and calm enough to listen without perceiving differing opinions as a threat. This approach helps individuals feel more open to new perspectives and more willing to find a path forward, even in the most challenging of conversations.

The TalkingTaboo method is a unique approach for facilitating difficult conversations by combining techniques rooted in both traditional Indigenous practices and modern therapeutic frameworks. These culturally rich practices emphasize open, respectful dialogue and the collective sharing of perspectives. At its core, the method values lived experience—everyone is considered an expert in their own life. This ensures a flatter power dynamic and equitable access to the space.

I help individuals and organizations navigate ethical dilemmas and moral injuries by providing a structured process that encourages open dialogue and reflection. These situations often arise when someone feels their personal values or ethical standards have been compromised—whether through workplace policies, systemic pressures, or interpersonal dynamics.

Through this approach, I aim to foster a deeper understanding of the ethical issues at play, rebuild trust, and support individuals or teams in aligning their actions with their values. This process not only addresses the immediate concern but also helps build resilience and strengthen the organization’s overall culture.

I recognise that having these conversations can feel daunting. The TalkingTaboo method creates trust and safety bound by clear rules of engagement, ensuring conversations remain respectful and constructive. Often, the issues that require my support reflect breakdowns already present but unspoken, manifesting as miscommunication, conflict, low morale, or moral injuries. Sometimes we make assumptions about those around us, and engaging in meaningful dialogue requires an open mind and a willingness to challenge those assumptions. By addressing tensions directly, we demystify conflicts, uncover shared understanding, and build clarity. As Brené Brown says, “Clear is kind.” Honest conversations, when facilitated properly, can transform relationships and strengthen workplace dynamics rather than harm them.