your wellness program isn't working.
your best people are still leaving.
Because the problem isn’t burnout.
It’s what's creating the burnout.
And no one's helping you see it.
Most consultants help your people cope with broken systems.
I create space for you to see what's actually happening—so you can build differently.
for organizations where:
Your exit interviews all say "culture" but no one can name what's actually broken
You've grown fast and can't figure out why the team that got you here is falling apart
Your leadership team is burnt out from trying to "fix" people who keep leaving
Your youngest employees are quiet quitting and you're not sure why
You've tried wellness programs, benefits, flexibility—and your best people still leave
what's actually happening
Your best people are leaving. Not because they don't care—because the performance required to do a “good job” is unsustainable.
The patterns creating this exodus didn't start with you. Worth equals productivity. Boundaries equal weakness. Dedication means sacrifice. Your people learned this before they ever worked for you and your culture reinforces it.
Here's what leaders fear most:
If I slow down to look at this, everything falls apart.
Here's the truth:
It's already falling apart. And you have to work harder to hold it together.
At 50-500 people, you're nimble enough to shift your culture while your competitors are stuck in committees. You can build a culture where people don't have to break themselves to belong. Where the best talent doesn't just stay—they seek you out.
The cost of ignoring this? You keep losing high performers and spending $50K-$100K to replace each one. Your remaining team picks up the slack and burns out faster. Your reputation as an employer suffers. Recruiting gets harder. The cycle accelerates.
how I work
My role is to help you see clearly—the patterns you're too close to notice, the truths that are hard to speak, the systems that have become invisible.
My approach includes:
The human side of change — Not just operational shifts, but the emotional reality of transition. What people are actually feeling, fearing, carrying.
Embodied practices — Movement, sound, creative exploration. Truth shows up in the body before it shows up in words.
Group facilitation — Real connection and psychological safety. The kind of space where people can speak what's true.
Questions instead of answers — I help your people access the answers they already hold. My job is to ask questions that uncover them.
Synthesis and pattern recognition — I reflect back what I'm seeing so you can see it clearly. Not as judgment. As clarity that creates choice.
This work requires looking at both what individuals are carrying AND what current structures are reinforcing. When you can see the whole system, you can shift it.
what actually shifts
This is real work. Not another wellness initiative. Not new policies that sit unused. The kind of culture shift that requires looking honestly at what you've built and being willing to build differently.
When organizations commit to this:
Retention improves. People stop leaving because they see a path to staying that doesn't require breaking themselves.
Psychological safety increases. Teams start naming what's true instead of performing positivity. The things no one's been saying out loud finally get spoken.
Leadership gets honest. Your leadership team stops managing perception and starts addressing reality—including what you've been rewarding and what needs to shift.
Boundaries become possible. People actually USE the flexibility and benefits you offer because the culture stops punishing them for it.
Culture becomes intrinsic. You stop relying on programs and policies to hold people—the culture itself shifts to value the whole person, not just their productivity.
You become the employer people seek out. Your reputation shifts from "good benefits" to "they actually care about their people." The best talent doesn't just stay—they pursue you.
This work takes time. It’s 6-12 months of sustained work, not a quick fix. But the organizations who commit to this become the ones their competitors are trying to copy—and struggling to replicate.
what leaders are saying
-
![]()
"I've brought Wendy into client sessions and have loved her partnership each time... I still get shivers thinking about the session—hundreds of coloured pencils spilled across the table, participants reaching for the hues that stirred something deep within them... Wendy led us somewhere unexpected, reshaping the way we engaged with our sense of self... Her facilitation style is deeply caring. She embodies what she teaches—she's intuitive, 'go with the flow', and unafraid of questions without answers."
~ Emily Empel, Founder, Advance Notice -
![]()
“Wendy is my go-to for tough conversations. She often has a great idea about how to move things forward, and she's a relentless advocate for creativity. I have learned so much from her fresh perspectives.”
~ Jesslyn Dymond, Director of AI Governance & Data Ethics, Telus -
![]()
“Wendy is amazing. She takes on new challenges and not only rises to the occasion but exceeds any and all expectations. She works wonderfully with a diverse group of people to make everybody feel like they are getting a one-on-one consultation. I am greatly looking forward to working with her again.”
~ Lori Moulden, Associate Director Annual Giving, McMaster University -
![]()
“Wendy eases her clients through the process of letting go of things that don't work and then shows how to make the most of what does.”
~ Roslyn MacLean, National Co-Chair, BMO Without Barriers Canada
Retainer Engagements
(6-12 Months)
For organizations navigating sustained change.
What's included:
Monthly leadership circles (2 hours)
Quarterly team workshops (half or full day)
On-call support during transitions
Custom programming based on what emerges
3-Hour Virtual Workshop
A focused, virtual deep-dive session where your team creates space to see what's actually happening—and what might be possible.
Choose the workshop that fits where you are:
When Rapid Growth Breaks Something
Finding what was lost in the scale-up—and what your team is actually navigating now.
After the Layoffs
Space to name what's real: the survivors guilt, the broken trust, the things no one's saying out loud.
Gen Z as Mirror
Exploring what your youngest employees see that you don't—and what that reveals about your culture.
When Your Best People Keep Leaving
Creating space to see why high performers are leaving—beyond what exit interviews reveal.
Beyond Wellness Programs
Going deeper than wellness programs to see what actually needs to shift.
this work is for you if:
You're a CEO, Chief People Officer, COO, or leadership team with budget authority and decision-making power.
You lead an organization of 50-500 people—large enough to have culture challenges, small enough to be nimble.
You're ready to see clearly what's actually happening—not just what you wish was happening.
You understand that culture transformation takes time—this isn't a quick fix, and you're ready for real work.
Hey, I’m Wendy!
I left IBM twenty years ago because I couldn't see how I'd fit in that culture. I had a business degree from McMaster, I excelled at my job—but I was performing to fit in and it burnt me out.
So I built my own business.
I used every framework I'd learned, every "best practice" I'd been taught. And I built something successful that looked nothing like IBM—but felt exactly the same.
I'd used all the "right" business theories to create a culture I didn't want to work in. I spent the next decade dismantling what I'd built and learned to create a business differently: human-forward, focused on the whole person rather than productivity alone.
I understand what it's like to be the person your organization is losing—because I was that person. And I understand how easy it is to accidentally build what you're trying to escape—because I did that too.
Now I help organizations see what they've been building—and what wants to be built instead.
let’s talk
Book a 30-minute discovery call.
We'll explore what's happening in your organization, whether this work is a fit, and what it might look like to work together.