Dear Reader,

Whew, it's been a busy summer! Can you believe it’s August? I hope yours has been both fun and meaningful.
​​
​I’ve especially enjoyed working with great teams this summer.
​

While a large part of my work as a leadership coach is with individuals, I also partner with organizations to design tailored solutions to meet their goals and solve their greatest challenges. For example, The Radiant Key has:
​

• Helped a group of college-age leaders understand their individual and team strengths—and potential roadblocks—so they could work together effectively in an intense, high‑impact summer program.
  ​
• Led a Board of Directors in creating a 12‑month roadmap, clarifying roles, and designing a committee structure to more effectively engage and support the nonprofit they serve.
  ​
• Designed (and will soon implement) an organizational assessment and employee engagement initiative at a mid-size organization to build an intentional, trust-filled environment where people can perform at a high level and grow as leaders.
  ​

I believe in the possibilities within teams and organizations and love supporting them in realizing that potential
​
If you know a team that could use a more intentional approach to alignment and productivity, an organization that needs a sustainable solution to a nagging problem, or a conference that needs an engaging speaker with a meaningful message, I’d love to support them—feel free to connect me.
​
As you enter this last month of summer and transition to the rhythm of the school year (for those with young people), I wish you a grounded, spacious transition that honors your energy, protects what matters most, and sets you up for a steady, sustainable pace in the months ahead.​
​
In radiance,

Radiant Insights
​When it is Time to Stop Running, to See the View

As a leader, does it sometimes (or all the time) feel like you’re living in a race you never actually signed up for?
​
There’s a kind of running that doesn’t happen on a track. It happens in our calendars, in our minds, and in our nervous systems. For years, I was an expert at that kind of running, until life forced me to stop and finally see the view.
​
Read my recent Substack Article to see how a very literal kind of running revealed the cost of my metaphorical running, and how I realized the bravest thing I could do was to stop running.

In their own words...
​Recent Feedback from Clients

Psychological Safety

Psychological safety is so important for leaders and organizations that I’m dedicating space here to quickly clarify what it is, why it matters, and how to build it

What is Psychological Safety​
​​
Psychological safety is the belief that you can speak up at work by sharing ideas, asking questions, sharing concerns, or being honest about mistakes—without fear of being punished, humiliated, or ignored.
​
Learn more: What Psychological Safety Looks Like in a Hybrid Workplace​

Why is Psychological Safety Important for Leaders, Teams and Organizations?​
​

Research consistently shows that employee psychological safety is tightly linked to higher engagement, better performance, and improved retention.
​

Gallup notes that only about 3 in 10 U.S. workers strongly agree that their opinions count at work—but moving that to 6 in 10 is associated with a 27% reduction in turnover, 40% fewer safety incidents, and 12% higher productivity.

Learn more: Gallup: How to Create a Culture of Psychological Safety

Does Your Team Feel Psychologically Safe?

Does your team feel safe with you and your organization? The data says: maybe. Research on psychological safety has found that only 50% to 73% of employees feel psychologically safe at work

How to Build Psychological Safety on Your Team​
​

There are several ways to build Psychological Safety. In doing so, leaders and organizations must be both intentional and authentic. The article linked below offers more detail, but here are the recommended research-backed actions:
​

1. Encourage teams to bond through day-to-day tasks
2. Normalize opportunities to learn from mistakes
3. Ensure that all people feel ‘seen’
4. Seek input with humility and openness

Learn more: Four Steps to Building Psychological Safety That High-Performing Teams Need​
​