The Work

I. The Self

Nathalie's first and most intensive layer of work focuses on reorganizing the fractured internal architecture of the CEO/Founder

Objectives:

  • Interrupt the survival-based leadership reflexes formed through generational trauma, systemic marginalization, and institutional overfunctioning.

  • Restore congruence between declared values and embodied behavior.

  • Convert unresolved emotional material (grief, anger, fear) into usable leadership intelligence.”

Outcomes:

  • Leadership style becomes grounded in relational presence, not performance.

  • Emotional cost drops, without sacrificing decisiveness.

  • Relationships shift from tension to honest insight, creating momentum instead of management fatigue.

II. The Team

When the leader changes, the team often inherits the ripple. This layer of the work addresses the relational field where loyalty, silence, and role confusion have taken root.

Objectives:

  • Decontaminate the team’s relational field from fear-based compliance, role confusion, and silent resentment.

  • Restore mutual trust and clarify unspoken agreements.

  • Realign the team around shared regulation rather than passive adaptation.

Outcomes:

  • Leadership velocity increases as emotional guesswork decreases.

  • Trust is rebuilt through directness and containment.

  • Psychological safety becomes distributed.

III. The Culture

This layer addresses the downstream effects of unresolved leadership tension, where reputation outpaces reality, and psychological safety erodes beneath well-intentioned language but inconsistent behavior.

Objectives:

  • Surface the ambient power dynamics and relational ruptures that have gone unnamed.

  • Create space for truth-telling without blame or backlash.

  • Restore organizational integrity through embodied modeling at the top.

Outcomes:

  • Reputation aligns with reality.

  • Formerly silenced staff begin re-engaging.

  • The organization becomes livable again, not just scalable.