Brave Conversations, Shared Ownership, Brilliant Results
Shift your team’s trajectory by building a culture based on intuition rather than fear.
Through Conversational Alchemy’s team retreats and facilitation training, your team will get …
1. Better Decisions & Bolder Ideas
When conversations flow without fear of judgment, people:
Speak up with radical honesty.
Identify root causes, not just symptoms.
Build ideas collaboratively, like improv.
The result? Smarter decisions and more courageous innovation.
2. Deeper Commitment
People support what they co-create. When teams feel seen and heard:
They become a fellowship, not just coworkers.
They cross lanes to support one another.
They ask for accountability—because trust makes it inspiring, not punitive.
Commitment drives efficient execution.
3. Ongoing Growth and Improved Performance (as Individuals and a Team)
Great teams require evolving individuals. My retreats introduce:
Mindfulness & self-reflection
Vulnerability & confession
Appreciation & forgiveness
Intuitive listening for deeper wisdom
Protocols become habits. Growth becomes culture. And personal evolution fuels team excellence.
4. Increased Retention Through Improved Culture
People want to live their full lives at work, not divide their personal and professional lives, but rather integrate them.
When team culture is built on:
Appreciation, forgiveness, and intuition.
Real participation, not compliance.
Conversations that nourish emotional health.
…people stay.
Especially younger generations are asking for:
Wholeness.
Meaning.
Connection.
Growth.
How do I help you achieve this?
Most team meetings are steeped in civility and professionalism, but to become more effective, they need to incorporate brutal honesty, bold creativity, and deep trust. That’s where I come in.
I help teams overcome the fears that prevent people from speaking boldly, collaborating deeply, and sharing their most valuable insights. I design and facilitate retreats where people feel emotionally safe enough to say the hard things, challenge each other with care, and build a foundation of trust strong enough to carry real change.
These aren’t trust falls or social bonding. Teams undergo immersive experiences using simple conversation protocols to become vulnerable about their work. These retreats, with continued daily practice, work because they change how people feel about showing up with their whole selves.
How Does It Work?
It begins with a guided meditation that helps individuals separate themselves from their thoughts – the essential first step in any change process. Then, I ask questions for pairs or triads to explore before sharing their insights with the whole group. The questions progress in emotional risk as trust builds.
Here are the core questions, along with deeper follow-ups if the group is ready:
1. What is the gift you bring to work?
What gift do you hold in exile from the team?
Group: How is this person selling themselves short?
2. What do you want to be known for at work?
How does your professional identity misalign with your role?
Group: What is the team losing through this misalignment?
3. What about the future gives you anxiety about your work?
What do you fear about the future at work?
Group: What is your common calamity, and what courage is needed to face it?
4. How do you contribute to the problems you complain about at work?
Name the part of you that holds the team back.
Group: When have you seen this part show up before?
What declaration will you make about your future behavior?
5. What forgiveness have you been withholding at work?
How can you change your story about the person to find compassion for the behavior you find objectionable?
Group: What do we need to remember to stay compassionate under stress?
6. What do you need from the group to thrive at work?
What do you want from this person?
Group & pairs: Negotiate reciprocal wants.
7. What is the future calling for in this situation (group only)?
Create a needs map: for every argument or POV, ask "why is this important?" five times.
Set a future intention: draw a circle and write the possibility you want to manifest around it.
Practice Quaker silence; offer insights only when moved by your intuition; fill the open circle.
I call these seven items the Playbook for Liminality, a method for navigating the anxiety that arises from uncertainty, transition, and change. The questions don't have to follow this exact order. Any of them can be used at any point in a meeting to generate an authentic, intuition-based conversation.
These retreats offer a taste of the world they want to work in. And when that happens? People don’t burn out. They don’t disengage. They stay late—not because they must, but because they want to.
If you're ready to move beyond surface-level collaboration and create a culture rooted in courage and connection, let's design your team’s retreat together.