Seeing. Sharing. Supporting.

A canary or two used to get sent down into coal mines to check if the mines were dangerous. They were more sensitive than humans and so could detect any danger present.

A cat can sense illness in humans and their behaviour changes in order to communicate the risk.

Both a canary and a cat are examples of animals that can detect risk to humans before or if humans are ever aware.

The Story Behind the Name

Working with a team takes time, but if you want to see real change, just take the first step.

When you get in-touch, I begin with a conversation with you as the leader and then with your team. Over the course of a month or so, I spend time listening, observing and creating space for people to be honest. This might include one-to-one interviews, informal time with the team and anonymous surveys. It is important that everyone has a voice, not just the loudest ones in the room or the ones higher up the organisational chart.

I then share what I find with you, with your accountability group (e.g. trustees, a PCC or a senior leadership team), and with the team themselves. Honesty and transparency matter to me and I believe the whole team deserves to understand what has been seen and heard.

From there, I stay involved. For around six months, I offer regular check-ins, pastoral support and space for reflection and change. I work alongside leaders as they navigate what comes next and I reduce my involvement gradually as confidence and health grow within the team.

What I Do

I work primarily with small teams in charities and churches. These are teams where staff and volunteers give a great deal of themselves. These are organisations where people care deeply about their work, where the stakes feel personal and where the line between professional and pastoral is often blurred.

Because of this, a healthy team and culture is of utmost importance. Without it, leaders can feel isolated, team members can feel unheard and unhealthy, unseen power dynamics can form.