Am I the missing piece to your puzzle?
Unlock Your Team’s Potential with Tailored Solutions
I support personal growth and team cohesion by partnering with individuals and organizations to resolve challenges and foster meaningful alignment and outcomes as an ombuds, coach, trainer, facilitator, and speaker.
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Supporting Leaders and
Teams in Personal Development, Resolving Conflict, and Fostering a Thriving Community.
Customized
Solutions
Every organization is unique. Whether as a keynote, trainer, or facilitator, I customize my approach to meet your specific needs and desired outcomes, ensuring solutions that resonate and last.
Personal
Development
I guide individuals through a journey of self-awareness and growth, helping them overcome challenges like impostor syndrome while building the confidence and skills to excel personally and professionally.
Increased
Cohesion
Using proven frameworks like The Five Behaviors® of a Cohesive Team, I help teams strengthen trust, engage in healthy debate, as well as increase commitment and alignment around shared team goals.
Conflict
Resolution
I create spaces where issues are addressed early, fostering fairness, respectful dialogue, and mutual understanding, building a more engaged community.
Stronger Community
Through my community-building services, I help teams foster a sense of belonging, ensuring that collaboration becomes second nature.
Leadership Development
I offer coaching and guidance to leaders, helping them develop emotional intelligence and to create a more supportive and productive team culture.
What happens when you work with me?
My Services
3 ways to strengthen your organization
Keynote Speaking
Inspire and Motivate
I deliver engaging, impactful keynotes, such as “Community is the Cure to Conflict,” that challenge perspectives and inspire teams to foster connection and collaboration.
Training and Facilitation
Build Skills and Cohesion
I offer interactive training sessions and facilitated team engagements that enhance communication skills and strengthen problem solving competencies.
Ombuds Services
Resolve Conflicts Early
I serve as an independent and informal neutral party, helping members of your organization safely address challenges while promoting fairness, trust, and respectful dialogue.
Clients I have worked for
Max Winter,
CEO Client XYZ
+ 450 % Sales
Challenge: The business faced significant challenges with low sales, which was causing company XYZ to fall behind on their goals.
Goal: Maximize sales in existing markets and entering new markets.
Result: Sales could be increased by 450 % in existing markets. New Markets have been analyzed and successfully entered within 12 months.
Working with this consulting company is an experience that we will never forget. They really strive to provide the best consulting services. We could not have asked for more!
Karrie Drown,
CEO Client XYZ
+ 300 % Profit
Challenge: The business faced significant challenges with low sales, which was causing company XYZ to fall behind on their goals.
Goal: Maximize sales in existing markets and entering new markets.
Result: Profit could be increased by 300 % in existing markets. New Markets have been analyzed and successfully entered within 12 months.
Working with this consulting company is an experience that we will never forget. They really strive to provide the best consulting services. We could not have asked for more!
Clint Westwing,
CEO Client XYZ
+ 630 % Sales
Challenge: The business faced significant challenges with low sales, which was causing company XYZ to fall behind on their goals.
Goal: Maximize sales in existing markets and entering new markets.
Result: Sales could be increased by 630 % in existing markets. New Markets have been analyzed and successfully entered within 12 months.
Working with this consulting company is an experience that we will never forget. They really strive to provide the best consulting services. We could not have asked for more!
Former and Current Clients
6th Judicial Circuit Court of Nevada
7th Judicial Administrative District of Georgia
Akron Children's Hospital
Audacy
Autodesk
Bowie County, Texas
Bravely
Breakthrough Atlanta
Blue Ridge Judicial Circuit of Georgia
Carl Vinson Institute of Georgia
Cherokee Family Violence Center
Chester County Intermediate Unit
Chief
Chris 180
Columbus City School District
Comanche Nation
County of Orange, Virginia
DeKalb County Government
Divinely Powered
Evidence Based Associates
Executive Leadership Council
Fulton County Government
Gang Alternative
General Assembly
Georgia State University
Glow Recipe
Glynn County Juvenile Court
Grace Harbour
Gwinnett County CASA
Gwinnett County Government
Harvard-Westlake School
Impostor Syndrome Institute
Johnson and Johnson
Kalamazoo County, Michigan
Kennesaw State University
Kindred
Lemonade
Lubbock County Government
Meigs County Juvenile Court
Metro Care Services
Mohave County Government
Montgomery County Juvenile Court
Morrow County Common Please Court
Muscogee County Adult Drug Court
Multiplier
Northeast Ohio Medical University
Pineapple Street Studios
Positive Growth
Project Oz
Richmond County Juvenile Court
San Francisco Pretrial Division
Seattle University
Solona County, California
South Bay Community Services Center
South Seattle College
Southern Methodist University
Space Recovery
State of Delaware
State of Georgia
The Pittsburgh Foundation
UMass Chan Medical School
U.S. Probation Office of Pittsburgh
Unite 2 Fight Paralysis
University of Georgia
University of Washington
West Tennessee Healthcare
Dr. Angela Dash
I help organizations enhance leadership, resolve conflict, and foster team cohesion to drive performance and growth. With over two decades of leadership experience, I deliver tailored strategies that address your unique challenges, leading to stronger teams, improved communication, and sustainable success.
I believe in a trauma-informed and responsive approach, recognizing that understanding the impact of trauma is essential in today’s workplace. By adopting trauma-informed principles, I create safe, empathetic, and respectful environments where individuals and teams can thrive and share with leaders how they can do the same. In organizational settings, unresolved trauma - whether personal or work-related - can hinder communication, collaboration, and overall performance. Trauma-informed and responsive practices help to reduce stress, foster trust, and build resilience among employees. This approach encourages open dialogue, reduces the likelihood of conflict, and promotes emotional well-being, allowing individuals to fully engage in their roles and contribute to the organization’s success. Creating trauma-responsive environments is crucial for increasing employee retention, improving productivity, and cultivating a culture of support and inclusion. When people feel psychologically safe, they are more innovative, collaborative, and invested in the organization’s mission.
I believe in the importance of intentionally building community, especially in today’s hybrid and remote work environments. Strong, resilient communities don’t form by chance. Without deliberate effort, teams often experience isolation, siloed thinking, and avoidable conflict. The lack of regular, meaningful connection can erode trust, weaken collaboration, and hinder a shared sense of purpose. In hybrid and remote settings, where spontaneous interactions are rare, organizations must consciously foster relationships built on trust and mutual support. When intentional efforts are made to connect teams, it strengthens communication, reduces conflict, and creates an environment where individuals feel valued and engaged. This, in turn, promotes innovation, collaboration, and overall organizational success. By prioritizing community-building, organizations can overcome the challenges of physical distance, enabling teams to work cohesively and remain aligned with the organization’s goals.
I believe that every individual and community deserves compassionate and accessible support to grow, both personally and professionally. Whether someone is just starting their career at an entry level or holds a position in the C-suite, everyone deserves the opportunity to thrive and access the resources necessary for growth. It's not just about providing guidance to those at the top; it’s about recognizing that personal and professional development is essential at every level of an organization. This belief extends to every individual, regardless of their role in conflict -whether someone has caused harm or has been harmed. Compassionate support doesn’t make exceptions; it seeks to understand, heal, and provide a path toward growth. In situations where harm has occurred, it’s critical to offer both parties the tools they need to engage in meaningful dialogue, find resolution, and restore trust. Creating environments that foster this kind of inclusive, compassionate support ensures that no one is left behind. It empowers individuals to bring their whole selves to work, enables communities to heal and grow stronger, and builds a foundation where everyone has the opportunity to leverage their strengths and address their challenges in ways that are both respectful and transformative. Ultimately, when organizations provide accessible support for all -whether to emerging professionals or seasoned leaders, to those who have made mistakes or those who have been affected by them - it fosters a culture where resilience, understanding, and growth are the norms. This creates workplaces and communities where everyone has the tools they need not just to succeed, but to thrive.
I believe in the importance of centering safety over comfort. Too often, people conflate the two, thinking that discomfort means a lack of safety. In reality, discomfort is often a sign of growth, while true safety is about creating an environment where individuals feel protected from harm -physical, emotional, or psychological. I’ve noticed that people frequently avoid tough conversations not because they feel unsafe, but because they feel uncomfortable. Avoiding these conversations may maintain a temporary sense of comfort, but nothing will ever change if we don’t learn to operate in times of tension. Growth happens when we lean into discomfort, trust the process, and practice navigating difficult situations. Safe spaces create room for brave spaces, where individuals are encouraged to share vulnerably, make mistakes, engage in healthy debate, and challenge the status quo - without fear of retaliation. In these environments, people feel secure enough to take risks, confront uncomfortable truths, and express their authentic selves without attacking others. This is where real progress happens, both personally and professionally. By embracing discomfort in the name of progress, organizations create cultures of resilience and innovation, rather than stagnation and avoidance. When safety is prioritized over comfort, it fosters environments where diverse perspectives can be shared, understood, and truly valued. These spaces encourage constructive dialogue and empower everyone -regardless of rank or background - to contribute, align, and succeed. This approach not only enhances collaboration and creativity but also ensures that tough conversations lead to actionable change, pushing organizations forward in meaningful and sustainable ways.
My Philosophy
Working with this consulting company is an experience that we will never forget. They really strive to provide the best consulting services. We could not have asked for more!
Max Winter, CEO Client XYZ
Working with this consulting company is an experience that we will never forget. They really strive to provide the best consulting services. We could not have asked for more!
Karrie Drown, CEO Client XYZ
Working with this consulting company is an experience that we will never forget. They really strive to provide the best consulting services. We could not have asked for more!
Clint Westwing, CEO Client XYZ
What our clients say
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Thought Leadership
"One key question I ask clients struggling to determine their next steps is, “How do you envision your life in 10 years?” This prompts them to create a clear vision to serve as their North Star. With this vision in mind, they can identify micro goals that align with it. While specific goals may evolve, the steady vision helps clarify immediate actions, even in a rapidly changing landscape."
How To Determine Long-Term Career Goals: 15 Key Questions
"The CEO could integrate restorative practices, such as community-building circles, to ensure psychological safety during controversial times. These circles allow team members to discuss sensitive topics in a structured, respectful environment, guided by a trained facilitator. This approach fosters open communication, strengthens the team and ensures diverse perspectives are heard without the risk of alienation."
How To Manage Internal Conflict Over External Controversy In A Startup
"I partner with clients to co-create an accountability plan that honors their autonomy and wisdom. A key tip for fostering accountability and progress is helping clients deeply understand their “why.” When clients know why their goals personally matter and believe in their ability to achieve them, it boosts intrinsic motivation, which is far more powerful than extrinsic motivation."
How To Help Coaching Clients Stay Accountable For Making Progress
"Imposter syndrome can harm job performance, satisfaction and health. Dr. Valerie Young, co-founder of Impostor Syndrome Institute, offers a framework: Normalize by showing self-compassion and understanding the source of imposter feelings. Reframe your views on competence, failure and criticism to see them as growth opportunities. Keep going with support; confidence will build with practice."
19 Tips To Conquer Imposter Syndrome As A New Leader
"Many leaders misunderstand that they have to be all-knowing. This can result in various destructive patterns. It can keep them from fostering and integrating the talent and wisdom of employees, make them closed to receiving feedback, and lead to a lack of fulfillment in their job for everyone. Transformation happens when leaders are comfortable with not knowing and are leveraging the talent and wisdom of others."
15 Big Misconceptions About Leadership (And The Truth Behind Them)
"Quiet quitting is a symptom of employees feeling exploited and disregarded. It’s an employee’s way of saying, “I’m tired of this one-sided relationship, and you’re going to get no more than what you give!” To manage this, managers can seek to honor and manage the employer-employee relationship as one in which both have important needs to be acknowledged, regarded and negotiated."
How To Help ‘Quiet Quitters’ Set Boundaries And Perform At A High Level
Experienced
Leader
With over two decades of leadership experience and a strong background in facilitating personal and team development programs, I help organizations and individuals foster growth and drive meaningful transformation.
Advanced
Expertise
With a PhD in Conflict Analysis and Resolution with a focus in organizations, schools, and healthcare, I combine academic rigor with real-world conflict resolution expertise to help teams navigate challenges effectively.
Lived
Experience
As a late-diagnosed neurodivergent individual, I bring my lived experience into my work. I create spaces where people feel safe to be themselves, fostering environments that embrace diverse ways of thinking, learning, and processing.
Restorative
Practitioner
I have advanced training in Restorative Justice Leadership and Facilitation, completing a 12-month certificate program at the University of San Diego, where I help organizations foster community, healing, and transformation.
Certified
Coach
I am a Professional Certified Coach (PCC) through the International Coaching Federation, specializing in leadership and professional coaching, and a former coach educator at NYU.
Greatness
Evoker
As a Rethinking Impostor Syndrome™ Coach Practitioner and Licensed Associate, I support professionals in overcoming self-doubt, leveraging their strengths, and leading with confidence - all important to enhanced fulfillment and performance.
Certified
Ombuds
As a Certified Organizational Ombuds Practitioner (CO-OP®), I offer confidential, independent, and impartial support to help organizations address conflicts early.
Certified
Facilitator
I leverage tools like Real Colors®, the Five Behaviors®, DiSC®, and Social + Emotional Intelligence Profile® to enhance leadership, team dynamics, and individual performance.
Visionary
Founder
I am the founder of The Pace Institute, LLC in addition to a venue in the Atlanta area dedicated to personal, professional, and team development events. Through these services and spaces, leaders, teams, and organizations grow, connect, and thrive.