Areas of Service
I provide consulting, coaching, and operational support to animal welfare organizations, nonprofits, and leaders navigating growth and change. My work focuses on organizational strategy, implementation, and strengthening workplace culture so mission-driven teams can do their best work.
Nonprofit
Organizations
Nonprofit organizations are full of moving parts—interconnected and shaped by external conditions. And most are overextended. It can be hard to keep up, much less get ahead.
You may have strong ideas about how your organization could expand programming or know that documenting policies would save time and reduce errors. But without the capacity to make those things happen, you can’t move forward. That’s where I can help.
Drawing on 30 years in nonprofit leadership, I help organizations clarify needs, identify solutions, and implement plans. My sweet spot is combining the passion of mission-driven work with practical, sustainable action to produce real results.
Examples:
Lead a strategic planning process and support implementation
Work with a board of directors to strengthen roles, structure, and performance
Partner with staff to roll out major program changes
I help nonprofits get unstuck.
Animal Welfare
Organizations
It would be difficult to overstate the changes in the animal welfare field since 2020. In addition to the longstanding challenges of this work, we’re facing new ones and variations of old problems we thought we’d solved.
Each organization is unique, facing their own community’s needs with varying resources. The demands are high, and most resources are absorbed in day-to-day operations. Bringing in outside support can add both capacity and objectivity at critical moments.
After 30 years in this field, I have a deep understanding of sheltering, population control, shelter medicine, animal behavior and health, programming, and industry trends and best practices. I am a Certified Animal Welfare Administrator (CAWA) and I bring broad experience in organizational leadership and operations.
Examples:
Work with leaders to plan and implement capacity-for-care
Support the process to meet the ASV Guidelines for Standards of Care in Animal Shelters
Conduct program assessments and guide improvements
Are you navigating a challenge or planning a change?
Leadership
Support
Being at the top of an organization carries significant responsibility for the mission, the organization, and its people. That responsibility is part of what makes leadership so meaningful. But the importance and volume of the work can be overwhelming.
Leadership can also be isolating. Many leaders don’t have a space to work through difficult decisions or challenges. A trusted partner can make a real difference.
I’ve spent nearly three decades in leadership roles, including 12 as an executive director, and have been part of a large network of nonprofit leaders. I understand not just the work of leadership, but the experience of it. I’ve benefited from coaching and peer support, and I’m committed to offering that same support to others.
Examples:
Regular check-ins and problem-solving
Support strengthening relationships with the board of directors
Part-time fractional support during special projects, transitions, or leaves
You don’t have to do it alone.
Focus on Culture
Early in my career, after working with hundreds of nonprofit organizations and advocates, I noticed a pattern. The obstacles holding mission-centered organizations back weren't usually about programs, fundraising, or outreach. They were unresolved conflict, ineffective communication, unhealthy workplace cultures, and burnout. That hasn’t changed.
When employees don’t feel psychologically safe, they hold back. When conflict goes unresolved, even well-planned initiatives can break down. Healthy culture isn’t a “nice to have”—it’s mission critical.
I’m committed to helping organizations address this gap. With an education in organizational communication and conflict resolution, I’ve made culture a priority. During my 12 years as Executive Director of Cat Adoption Team, the organization was repeatedly recognized for workplace excellence.
Examples:
Support introduction of a Workplace Culture Agreement
Provide training in communication and conflict resolution
Individual or team coaching to address persistent interpersonal challenges
Healthy organizational cultures require intention and attention.