Process Facilitation

  • Participatory.

    to foster ownership and a sense of belonging, participants are engaged in a way that shapes the process in which they are participating.

  • Trauma-informed

    often times the pain we carry can interrupt our capacity to remain present and engaged with a group. by being trauma-informed we create a container that aims to engage everyone equitably.

  • Values-embodied

    while having expressed values is important, process facilitators and participants are steered towards greater embodiment of those values through healthy forms of feedback and communication.

  • Adaptive

    plans are made and then life happens. we reasonably work with what is coming up and what is "in the room" in order to address some of the potentially deeper challenges that are not always lifted up in the early planning stages.

People working together need curated experiences that expand competency and capacity to plan in a way that is inclusive and supportive of healthy culture and collective ownership of vision, mission and program. This requires relational foundations that will carry groups through problem solving, disagreement and conflict in a way that supports shared understanding, learning, joy and mutual respect. Process facilitation recognizes that it is not just the outcome of a process but the process itself that presents an opportunity for transformational change and impact.

At its core, structural belonging requires mutual power, access, and opportunity among all groups and individuals within a shared container

~ Othering and Belonging Institute, UC Berkley ~

  • Retreats and asynchronous planning processes involving key stakeholders so that plans are developed in a participatory way to foster collective ownership and to involve those who are closest to the problems and solutions.

  • Systems processes and policies are where equity and justice can gain life or die on the vine. I work with People, operations and admin teams to design and implement systems that are human-centered, justice-oriented and integrate with technology where appropriate to improve lived experiences of organizational life.

  • Get back into right relationship after instances or patterns of harm through dialogue circles that create brave spaces that are for reflection, truth-telling and individual and collective growth. Each process is custom-designed based on the individuals and issue(s) at hand.