Learning & Facilitation

Cultures can’t shift without learning.

Real change in any organization requires both learning new ways and letting go of old ones. Too often, traditional training falls short. We see reactive, top-down approaches that miss the root causes, leaving teams and groups disengaged and skeptical. For development to truly work, we need to break this cycle and create environments where genuine learning and lasting change can take hold.

Learning & Development that Sticks.

We believe workplace learning should be proactive, strategic, and inspiring. Our goal isn't just to deliver training, but to make a real, positive difference for your organization. We do this through a thoughtful, step-by-step process that ensures internal alignment, sparks imagination, and includes plenty of space for co-creation along the way. We'll directly connect your learning efforts to your overall strategic goals.

We bring a unique blend of theory and real-world experience to every design, paired with expert facilitation that "moves at the speed of trust," a concept championed by adrienne maree brown. We aim for transformational experiences, not just transactional ones.

Whether we're supporting learning through:

Designing learning sessions to better navigate cross-cultural differences
Facilitating Diversity, Equity, and Inclusion engagements
Supporting groups to prevent and recover from burnout
Addressing nervous system regulation for resilience
Transforming conflict into constructive dialogue

The goal is to equip learners with fresh perspectives and lasting skills they can immediately put into practice.

What Informs the Approach?

The Feel:

We practice experiential learning with a strong emphasis on active participation. Our facilitation aims to "make easy" the learning and unlearning process, creating a spacious and supportive environment where genuine, lasting shifts in mindsets and practices can take hold.

The More Technical Parts:

We draw upon Adult Learning Theory, Change Management Theory (both western and global alternatives), Universal Design Principles, and Design Justice Principles.

The process

Discovery

Needs assessment via survey, 1:1 interviews, and/or planning session with leaders to fully understand the goals and challenges
Design

Based on input from the discovery stage, we craft engaging learning experiences that are impactful, interactive, and aligned with the participants’ most relevant needs
Delivery

Learning + facilitation can look differently for every team or organization, from one-time workshops, a training series, cohort learning, and affinity groups, to experiencial off-sites or intensives.
Debrief

At the conclusion of the engagement, we debrief with leadership to review insights and offer ongoing recommendations
Retention Space

Learning really sticks when there is space for soaking it in, practice, reflection, and community. Within a month after learning sessions, we hold a follow-up and retention space to explore what questions have emerged or still linger and discuss how learning is being applied

Case Studies

Higher Education Institution

Designing and Implementing 1st Enterprise-wide Diversity, Equity & Inclusion Education Offerings

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Global Leadership Organization for Chief Executives

Developing a Coaching Culture

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