About us
Strategic Transition Coaching was founded to bridge the gap between business strategy and psychology—empowering organizations to evolve from reactive, fragmented workplaces into intentional, aligned environments where people and purpose thrive. Built on the belief that sustainable success begins with human-centered systems, our approach supports leaders, teams, and individuals through times of change with clarity, compassion, and proven methods.
With over a decade of experience as a Licensed Marriage and Family Therapist and a background in performance excellence, organizational psychology, and analytics, I’ve worked across clinical and corporate settings to guide large-scale transitions. My work spans leadership development, quality assurance, state and federal regulatory alignment, and operational improvement. This unique combination of clinical insight and business acumen enables me to see the full picture—ensuring both people and processes are supported for long-term growth.
At the core of our approach is the Workplace Hierarchy of Success—a five-level framework that helps organizations identify and improve the conditions that support employee engagement, performance, and purpose. From foundational needs like stability and structure to higher-level drivers such as growth, recognition, and fulfillment, this model guides leaders in building workplaces where people thrive and progress is intentional.
The Workplace Hierarchy of Success
Helping organizations evolve—from surviving to thriving
Modern organizations face real challenges: burnout, turnover, unclear roles, and disengaged teams. The Workplace Hierarchy of Success is a research-backed framework designed to help you identify where your organization stands—and what’s needed to move forward.
Rooted in proven psychological and organizational research, this five-level model reveals how employee needs align with business performance. When each level is addressed, people thrive, teams align, and operations become more resilient and effective.
1. Foundation of Work
A healthy workplace begins with safe conditions, fair compensation, and job stability. Without this foundation, stress and uncertainty erode morale and performance.
Based on Maslow’s Hierarchy of Needs (1943) and Herzberg’s Two-Factor Theory (1959).
2. Stability and Security
Clarity in roles, communication, and processes reduces confusion and builds trust. This stability allows teams to focus and contribute meaningfully.
Grounded in Edmondson’s Psychological Safety (1999) and research on role clarity (Jackson & Schuler, 1985).
3. Cultural and Relational Engagement
When people feel connected to their team and the culture, engagement rises. Belonging fuels collaboration and commitment.
Supported by research on belonging and workplace culture (Baumeister & Leary, 1995; O’Reilly et al., 1991).
4. Growth, Respect, and Recognition
People want to grow and be valued. When organizations invest in development and acknowledge contributions, performance and retention follow.
Aligned with Self-Determination Theory (Ryan & Deci, 2000) and Gallup workplace studies (2020).
5. Purpose and Fulfillment
The highest-performing organizations help employees connect their work to a greater mission. Purpose-driven teams are more innovative, loyal, and resilient.
Informed by research on meaningful work (Wrzesniewski et al., 2003) and purpose-based leadership (Hurst, 2014).
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