Consultancy & Organisational Work
Supporting clear, steady communication under pressure
Organisations regularly support people navigating significant personal stress, particularly during separation, divorce, family transition or other major life changes. These situations can affect concentration, decision-making, communication and capacity at work, placing pressure on managers, teams and systems.
What often creates the greatest difficulty is not the situation itself, but how it is handled.
Unclear communication, inconsistent responses, or poorly held boundaries can increase distress, escalate conflict and place additional strain on staff and organisations — even when intentions are good.
My consultancy work focuses on strengthening how organisations respond at these pressure points.
Who I Work With
Corporate & Workplace Settings
Supporting organisations to strengthen communication and boundary-holding when employees are navigating significant personal stress, helping reduce escalation and inconsistency across teams.
Legal & Professional Services
Working with legal and professional teams to support clear decision-delivery, regulated communication, and non-escalating responses in high-stakes contexts.
Education Settings
Supporting schools and education professionals to communicate clearly with families, hold boundaries consistently, and reduce staff anxiety when situations are complex or emotionally charged.
Healthcare Services
Working with healthcare teams to support clear, ethical communication and well-held boundaries in high-pressure, safeguarding-aware environments.
What my approach focuses on
Communication under pressure
Supporting professionals to communicate clearly when capacity is reduced - including how information, decisions, and limits are delivered, not just what is said.
Boundary clarity and consistency
Helping organisations define and hold appropriate boundaries so expectations are realistic, predictable and ethically sound.
Containment rather than rescue
Strengthening responses that offer steadiness and fairness without over-functioning, over-promising, or absorbing responsibility that isn’t appropriate.
Even when outcomes cannot change, how they are communicated matters.
How I work
My approach is advisory and preventative rather than therapeutic. It draws on:
evidence-based communication approaches, including mediation-informed practice
an understanding of how stress affects thinking, behaviour, and decision-making
attention to delivery — including language, posture, and physical presence
simple, work-appropriate techniques that support steadiness and clear thinking in difficult conversations
These tools help professionals remain calm, authoritative, and consistent under pressure, reducing escalation and supporting better judgement.
Depending on context, this may include:
Training and professional development
Practical sessions focused on communication under pressure, boundary-holding, and handling difficult conversations clearly and consistently.
Practice, policy or risk reviews
Reviewing guidance, processes, or patterns of interaction to identify where communication or boundary issues may be increasing strain or risk.
Framework and resource development
Supporting organisations to develop shared language, guidance, and tools that staff can rely on consistently.
Advisory and reflective support
Boundaried, non-clinical support for leaders and teams navigating complex or high-stakes situations.
All work is tailored to organisational context, role and responsibility.
Ways I work with organisations
Periods of significant personal stress often reduce capacity at work. When this stress is poorly contained or inconsistently handled, its effects are rarely isolated — showing up in strained relationships, increased absence, complaints, and pressure on wider systems.
Why This Matters
Clear communication and well-held boundaries help protect people’s capacity, preserve trust, and reduce avoidable escalation. Rather than focusing on box-ticking compliance, this work supports organisations to identify workable, context-sensitive solutions that improve judgement, predictability, and trust.
What my role is (and is not)
It is:
~ advisory and preventative
~ safeguarding-aware and ethically grounded
~ focused on communication quality and professional judgement
~ appropriate for organisational and professional settings
It is not:
~ therapy or counselling
~ individual coaching
~ crisis or emergency response
~ emotional processing work
This clarity protects both organisations and the people they serve.
I work with organisations to support steady, considered responses when people and systems are under pressure.