Culturally intelligent
Commercially viable
Human first
Human Flourishing specialist, speaker, author and researcher helping organisations build high performance that energises people rather than burn them out.
When people flourish, high-performance follows
Energised, trusted, connected and inspired people do their best work, consistently. That's the real engine of high performance.
At The Embodied Leadership Group, we partner with organisations to create cultures where high-performance and human flourishing strengthen one another rather than compete.
In the world of modern work, the organisations that thrive through rapid change will be the ones who optimise for both. Get leadership right, and instead of bad Glassdoor reviews, you get a high-calibre waitlist of talent wanting in.
I’m the eldest daughter of West African immigrants, raised working class with middle class aspirations. My upbringing gave me a first-hand understanding of how race, gender and class intersect and impact your outcomes. My parents taught me that working hard and being ‘good’ would help me overcome some of the negative impacts and lead to success and fulfilment.
I understood that getting qualified and having a ‘profession’ rather than a ‘job’ would make good on the better life my parents were striving for. I also understood the complexity of upward mobility.
As such, I did what I was supposed to do. I upheld my part of the bargain. I got qualified. I worked hard, in fact, I worked too much. I was led to believe this would lead to fulfilment, status and a sense of belonging. What it actually led to was burnout.
I started my social work training in 2003 and spent sixteen years working with children and families. I took great pride in my career. It was purposeful and important - I was doing everything a “successful” woman was supposed to do.
But no matter how fast I moved feeling successful was always tantalisingly out of reach.
I realised that being resilient was a double-edged sword. I had gone from being resilient enough to navigate chronic stress, to using resilience to normalise it and was commended for it.
Like so many women, I had learned to disconnect from my own needs in order to perform, produce and keep pushing through. Something had to give and it couldn’t be me.
My experience of burnout became my breakthrough. It changed how I understand leadership, ambition and high performance, for good.
Today, my work is grounded in neuroscience, positive psychology and organisational research. Rigorous, evidence-backed proof that flourishing is anything but frivolous. It's the foundation high performance is built on.
The future belongs to organisations that build on that foundation, not on exhaustion disguised as ambition.
WHAT MAKES US DIFFERENTWe bring a nervous system informed approach to leadership, where human flourishing is the foundation of high performance
I’m a Human Flourishing specialist. Sixteen years as a social worker taught me what people need to change and flourish, and how systems shape us just as much as we shape them.
My own burnout taught me the rest.
Somewhere along the way we decided success has to be gruelling and flourishing is frivolous.
My training as a somatic coach and Polyvagal informed practice taught me about our nervous systems and proved that wrong — performance can be sustainable, even regenerative, when we work with our biology instead of against it.
This is what I bring to the stage: practical, research-backed strategies that help leaders and teams build cultures where people flourish and perform, without burning out.
If you want that energy in your room, book me to speak and let’s make it happen.
Four values, one filter
The Embodied Leadership Group is grounded in four core values. They act as a filter for the work we do and give texture to how the work feels.
In the room, this looks like an audience that leaves with a model for their culture, not just a mood for the afternoon.
When these values are present, our biology relaxes and we move from languishing toward flourishing. People stop operating from fear and belonging becomes the foundation. Difference stops being a threat and becomes an ecosystem.
In this kind of environment, belonging isn’t a separate initiative. It’s woven into how work functions. The way we work can contribute to our wellbeing, rather than erode it.
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Leadership that doesn’t dominate, but creates psychological safety and clear agreements.
Boundaries that are firm but not rigid. Leadership that inspires rather than controls.
This is what allows people to contribute meaningfully.
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Yes, love. It’s a human necessity that expands beyond romance and kin.
Here, love means the movement from shame to care, without coddling.
It creates the conditions for accountability with dignity and repair when harm occurs.
This is what makes trust possible, even under pressure.
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Being playful encourages a sense of adventure, where trying things and learning along the way, is the way.
This is how people and organisations stay energised, rather than just busy.
This is how you create environments people want to do their best work in.
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Imagination enables the capacity to move beyond survival-based thinking into a flow state that supports long-term vision.
Imagination asks better questions, resists the false urgency of toxic productivity and expands what becomes possible.
This is how we support workplaces people actually want to belong to.
CREDENTIALSThe Training Behind The Work
TEDx speaker and author of Women Who Work Too Much (Hay House, 2024)
Sixteen years as a social worker specialising in behaviour change
Trained somatic coach (The Somatic School, 2020),
Non-Linear Movement Method (Michaela Boehm 2020) Advanced level (2022)
Positive Psychology Practitioner certification
Insights featured in Harper’s Bazaar, Vogue, Stylist, Grazia, Marie Claire, The Guardian and Psychologies Magazine
“People don’t burn out because they’re doing too much. They burn out because they’re doing too much without feeling seen, supported or valued”
— from Women Who Work Too Much
Let’s build something that lasts
If you’re looking for a speaker who connects with an audience and changes how your organisation thinks about performance, let’s talk,