Inclusive Minds, Thriving Workplaces
Staff and leadership support for nonprofits doing emotionally demanding work.
Your team supports people through difficult circumstances. Sometimes they’re living through those same circumstances themselves.
You want to support them while keeping services running, meeting funding commitments, and working within the resources you have.
IMTW brings clinical understanding, leadership consultation, and facilitated conversations to the situations your organization is finding difficult to navigate.
For nonprofits, advocacy groups, and community-serving organizations.
Talk With Us About Your TeamWhere IMTW can help
Staff wellbeing and leadership support for nonprofits.
You care about your team. You also have services to deliver and funding commitments to meet. IMTW helps you work through staff distress, recurring conflict, and gaps in support with those responsibilities in view.
Start with a situation you’re finding difficult. We’ll talk through what’s happening and whether IMTW is a fit.
Talk With Us About Your TeamSupervisors want to help, but don’t know what to offer.
An employee says they’re overwhelmed. We help supervisors practise what to ask, discuss practical support, respect privacy, and follow up within their role.
Empower Sessions · Supervisor training and consultation
Staff carry difficult client conversations into the rest of their day.
We help you explore what support would be useful, including voluntary facilitated spaces and clearer ways to ask for help. We consider the time and capacity needed to make that support available.
Resilience Circles · Facilitated staff support
People share the mission, but disagreements keep returning.
One colleague wants to accept another referral. Another is concerned about what the team can manage. Where facilitated dialogue is appropriate, we help people work through concerns, responsibilities, and decisions.
Conflict Compass · Conflict consultation and facilitation
The director has become everyone’s backup.
Difficult calls and staff concerns keep coming to the same person. Leadership consultation offers space to think through boundaries, shared responsibilities, and the support the leader needs too.
Leadership consultation · Support with difficult decisions
Staff have raised concerns. The next steps are still unclear.
We review existing feedback and support arrangements with you, identify priorities, and develop recommendations. The aim is a clearer plan for what needs attention and which decisions leadership must make.
Organizational Wellness Blueprint · Assessment and recommendations
Phoenix Rising Centers
The experience behind IMTW
Clinical expertise. Experience leading a care organization.
Supporting staff means understanding what they carry and the conditions they work in.
Madrone brings clinical practice, organizational leadership, and a background in peacebuilding and conflict transformation to IMTW’s work with nonprofit and community-serving teams.
More than 20 years alongside people and communities
A licensed clinical social worker, Madrone has worked across grassroots organizations, schools, refugee and asylum communities, and clinical care. Their experience informs how IMTW approaches distress, identity, relationships, and power at work.
A clinician who also leads an organization
As Founder and Clinical Director of Phoenix Rising Centers, Madrone leads a care organization while continuing to work directly with clients. That experience informs conversations about supporting staff while meeting responsibilities to the people an organization serves.
What this brings to your team
A staff member may struggle to step away because clients rely on them. Colleagues may disagree about what they can responsibly take on. IMTW helps you work through these situations with attention to relationships, supervision, available resources, and who can make the decisions needed.
Staff and leadership support for nonprofits
What would help your team right now?
Start with the situation you need help handling. Explore how IMTW can support your supervisors, staff, and leadership, then talk with us about what fits your organization.
Help supervisors know what to say next.
An employee says, “I can’t keep doing this.” Their supervisor wants to help but is unsure what to ask, offer, or take to leadership.
Work through how to:- Ask what is making work difficult without pressing for personal details.
- Discuss practical support and the limits of the supervisor’s role.
- Agree on who to involve and when to follow up.
Support can include: leadership consultation, scenario-based workshops, and communication practice using situations your managers face.
Make room for what staff are carrying.
Your team supports people through grief, crisis, or discrimination. Some staff are living through those same circumstances themselves.
Create space to:- Reflect on the emotional demands of the work.
- Connect with colleagues without pressure to share personal experiences.
- Explore what support would be useful.
Support can include: facilitated reflection and collective care practices. Purpose, participation choices, and privacy limits are discussed before sessions begin.
Work through the disagreement that keeps returning.
Colleagues care about the same mission but disagree about responsibilities, decisions, or what the team can take on. Each conversation ends in the same place.
Work toward clarity on:- What happened and how it affected the people involved.
- What each person needs to work together.
- Responsibilities, communication, and accountability.
Support can include: conflict mapping, facilitated conversations, and working agreements. We first explore whether facilitated dialogue is appropriate.
Offer focused support for a difficult stretch.
An employee is navigating overwhelm, a strained working relationship, or a change in their role. They need time to think through the situation and their next steps.
Coaching can help them:- Clarify the concern they want to work on.
- Explore available support and choices.
- Prepare for a conversation or practical next step.
Support can include: short-term, focused coaching. Access arrangements and scope are agreed with your organization before support begins.
Turn recurring concerns into clear priorities.
Your survey names the problems. Supervisors hear them too. You have support in place, but it is unclear what needs to change or where to start.
Review together:- What staff are experiencing and what support already exists.
- Where responsibilities or access to support are unclear.
- Which changes need leadership attention first.
Support can include: leadership consultations, employee experience reviews, assessment of existing support, and written recommendations for next steps.
Explore all five services. Swipe or scroll to see more.
The people behind the mission need support, too.
Inclusive Minds, Thriving WorkplacesWho we work with
For teams whose work is rooted in community.
IMTW supports nonprofits, advocacy groups, and care teams navigating the emotional demands of showing up for others.
Direct-service nonprofits
Teams supporting people through difficult circumstances.
LGBTQ+ organizations
Queer and trans advocacy and community spaces.
Legal aid & immigrant support
Teams navigating urgent needs and complex systems.
Reproductive justice & survivor support
Organizations working for safety, choice, and access.
Healthcare & education
Clinical, mental health, and education teams.
Community-led organizations
Organizers and teams working toward social justice.
You don’t need a large HR department to start.We work with executive directors, operations leads, program supervisors, and HR or People & Culture staff. Bring the situation your team needs help navigating.
Talk About Your TeamWorking together
Ongoing support, with a clear scope and cost.
Your team may need stronger supervision, space to process difficult work, or help with recurring conflict. We agree on the priorities, people involved, and level of support with you.
First, understand what support is needed.
Every partnership begins with a Strategic Launch: a review of your organization’s needs and existing support, followed by a tailored Organizational Wellness Blueprint to guide next steps.
Build consistent support
Foundational
Partnership
Starting at$3,500per month
For organizations putting regular staff and supervisor support in place, with clearer ways to ask for help and review what’s working.
What support can include
- Leadership consultation.
- Facilitated staff spaces and workshops.
- Employee support pathways.
- Quarterly strategy reviews.
We agree on the mix and frequency around your priorities.
Work through ongoing demands
Embedded
Partnership
Starting at$6,000per month
For organizations needing recurring support as leaders and staff navigate distress, difficult transitions, or conflict that keeps returning.
What support can include
- Ongoing leadership consultation.
- Facilitated staff support.
- Conflict navigation.
- Organizational guidance and support planning.
We agree on where recurring involvement would be most useful.
Coordinate across teams
Institutional
Partnership
Built around your scopeCustom pricingFees set out in your proposal
For organizations coordinating support across multiple teams, departments, or locations, each with different responsibilities and needs.
What support can include
- Leadership intensives and training.
- Facilitation across teams.
- Employee support arrangements.
- Longer-term organizational consultation.
We shape the scope around your structure and the teams involved.
Swipe to compare all three options.
Know what you’re agreeing to. Your proposal specifies the services, frequency, participants, responsibilities, and fees included. The examples above are scoped together, rather than automatically included in every partnership.
IMTW staff & leadership support
What would help your team right now?
Start with a situation you need help navigating. We bring clinical understanding, consultation, and facilitated conversations to the work of supporting your people.
Help supervisors know what to say next.
“Someone told me they’re overwhelmed. What can I offer?”
Practise conversations about distress, missed work, and personal disclosures. Help supervisors listen, discuss practical support, and stay clear about their role.
What we can work on together
- Ask useful questions
- Discuss available support
- Agree on follow-up
Support can include: Leadership consultation, scenario-based workshops, communication practice, and guidance on next steps, using situations your supervisors face.
Make space for what staff are carrying.
“We go from difficult client conversations straight into the next appointment.”
Facilitated space to reflect on grief, cumulative stress, and the demands of community work, and consider what support would be useful.
What we can work on together
- Reflect together
- Connect with colleagues
- Name support needs
Support can include: Facilitated reflection, collective care practices, and exploration of support needs.
We discuss purpose, participation choices, and privacy limits before sessions begin.
Work through tension that keeps returning.
“We keep having the same disagreement, and nothing gets resolved.”
Work through what happened, what each person needs, and what working together requires. We first explore whether facilitated dialogue is appropriate.
What we can work on together
- Understand the conflict
- Clarify responsibilities
- Discuss working agreements
Support can include: Conflict mapping, facilitated conversations, communication agreements, and discussion of accountability.
The purpose and boundaries of the process are clarified before conversations begin.
Offer focused support for a difficult stretch.
“I need help thinking through a work situation.”
Short-term coaching for employees navigating overwhelm, strained workplace relationships, or a difficult transition.
What we can work on together
- Clarify the concern
- Explore available support
- Plan a next step
Support can include: Focused coaching around the employee’s concern, the options available, and practical next steps.
Access arrangements and the scope of coaching are agreed with each organization.
Turn recurring concerns into clear priorities.
Bring your survey findings, repeated concerns, or support initiatives that don’t connect. We review what is happening and identify priorities for leadership, staff support, and implementation.
“We know where people are struggling. We haven’t agreed what to change.”
What we can work on together
- Review existing support
- Identify gaps and priorities
- Receive written recommendations
Support can include: Leadership consultations, employee experience reviews, assessment of existing support, and written recommendations.
The review considers your organization’s responsibilities, resources, and existing ways of supporting staff.
A few things worth asking
Questions before getting started.
You may already have benefits, survey results, and people who care. IMTW helps you work through what happens next.
How IMTW fits
We already have an EAP or therapy benefits. What would IMTW add?
We start by understanding what those services already provide and where your team still needs support.
An employee may have access to counseling while their supervisor remains unsure how to respond to distress. Staff may know where to seek individual help while recurring conflict goes unresolved.
IMTW can work with supervisors, staff, and leadership on those concerns through consultation, training, coaching, and facilitated conversations. We agree on a scope that complements your existing resources.
How is this different from another wellness workshop or survey?
The work starts with a situation your organization needs help addressing.
If supervisors struggle when employees disclose distress, we can practise those conversations. If staff feedback identifies a support gap, we can help leadership clarify what needs attention and who should be involved.
A workshop or assessment may be useful within that process. Its purpose should be clear, along with how the learning or findings will be used.
We already know people are struggling. Do we need another assessment?
Bring the feedback you already have. We review what it tells us and identify what remains unclear before recommending additional information gathering.
The useful question may be: What is preventing this concern from becoming a decision? It could involve competing responsibilities, strained relationships, or uncertainty about who can approve a change.
What does your clinical background bring to organizational support?
Staff distress can involve grief, exposure to others’ suffering, discrimination, or responsibility for a community someone also belongs to.
Phoenix Rising Centers brings clinical understanding of those experiences alongside attention to supervision, relationships, resources, and organizational decisions. Madrone’s experience as Founder and Clinical Director also informs the work of supporting people while delivering care.
Privacy & boundaries
Is IMTW employee therapy?
IMTW provides organizational consultation, training, facilitation, and coaching. Therapy would require a separate clinical arrangement.
Before work begins, we clarify what the service involves, its boundaries, and how participants can seek additional support when needed.
What will leadership hear from staff sessions?
We agree on information sharing before staff participate: what may be reported, who will receive it, and why.
Participants should know whether leadership will receive themes, recommendations, or other agreed information, along with any privacy limits. Agreeing to participate should not leave someone guessing how their words will be used.
Getting started
Can this help if we cannot hire more people right now?
We can work through how supervisors respond, where staff seek support, and how difficult decisions or disagreements are handled within your current resources.
Some concerns will still require funding, staffing, or changes to commitments. Those limits belong in the conversation so the plan reflects what your organization can actually provide.
Can we start with one specific concern?
Yes. Bring a recurring supervisor conversation, a strained working relationship, or a gap in staff support.
You do not need to choose a service or arrive with a complete assessment of your organization. We can discuss whether IMTW is a fit and what an appropriate starting scope would involve.
Have a question about your organization?
Ask us directlyLOOKING AHEAD
Therapy tends the fire over time.
IMTW helps organizations stop burning people to keep the mission alive.
Over time, Phoenix Rising Centers will continue expanding this work through The Immersion, deeper spaces for long-form healing, restoration, somatic work, ritual, and collective care.
But sustainable organizational support comes first.
Movements cannot survive without people.
People cannot survive without care structures.
WORK
WITH US
IMTW partnerships are customized based on:
organizational size
workforce structure
delivery needs
scope of support
leadership goals
We work with nonprofit and corporate organizations seeking long-term sustainable people systems.