Teal Leadership In Action
This collection of case studies highlights how I approach operations and culture through a Teal-aligned lens. My work centers on building systems that support autonomy, psychological safety, and purposeful action. Each story reflects my commitment to helping teams work with clarity, trust, and a shared sense of impact. These examples represent how I translate complex challenges into simple, human-centered solutions that help people and organizations thrive.
Ripple Impact Case Study: A Teal Heal to Burnout
When I joined Ripple Impact as Interim Director of Operations and Customer Success, several team members, including my direct reports, were experiencing burnout and no longer felt connected to the purpose of their work. I created regular check-ins where people could speak openly, feel heard, and bring their full selves into the conversation. Together we co-designed supportive, sustainable ways of working that gave the team autonomy to adjust workflows, experiment with improvements, and create the conditions they needed to thrive. The team became re-engaged, creative, and energized, and they shared that they were excited about work again for the first time in a long time.
Social Auditing Case Study: Evolving to Purpose
As a member of the Grants and Review Board, I trained participants from 10 countries in social auditing practices designed to strengthen the integrity and measurable impact of our global community initiatives. Because voluntary service is a core part of our culture, there is often an assumption that effort automatically leads to meaningful results. During the training, I redirected the group’s focus from the mechanics of the tools to the logic behind them, guiding discussions about program design, assumptions, and pathways to change. By the end, participants had a clearer understanding of how to apply social auditing in a thoughtful and rigorous way, and they were better prepared to use it to evaluate and improve programs in their own contexts.
BuckUp Case Study: Supercharging Self-Management
Because the Customer Service team at BuckUp worked long hours and I volunteered my time, I needed to design a system that supported autonomy and sustainability. I built a living CODA documentation hub and a ticketing system so the team could resolve issues independently and adapt as processes evolved. In multiple meetings with the team, I reinforced that they were trusted to use their judgment, that mistakes were part of learning, and that they could confidently manage customer expectations. I asked the Founder to reinforce this message so the team would feel safe using their best judgment and taking thoughtful risks. We created a culture of transparency and appreciation by regularly inviting their ideas, acknowledging their contributions, and explaining every implementation decision. The team became highly engaged and almost entirely self-managing, taking initiative, supporting one another, and demonstrating deep ownership of their work even during challenging periods.
Bleeker Case Study: Proposing Transparency
As Director of Operations at Bleeker, I recognized that I needed to shift my focus to strategic leadership and create space for the team to take ownership of day-to-day operations. I introduced a proposal framework that helped team members clearly express the purpose behind their ideas, outline their plans, and share steps and timelines with the people affected. This transparent approach made it easier for stakeholders to give feedback, offer guidance, and participate in decisions. The team gained confidence in leading operational improvements, and new processes were adopted quickly because people understood the intent, felt informed, and could contribute meaningfully. It strengthened self-management across the team and created a more distributed, collaborative way of working.
Want to explore how I applied these systems in detail or how I can implement this at your organization? Let’s connect!