Peer support for healthcare teams — structured help for your people after the hardest moments, and the civility and violence-prevention training that keeps teams safe before a crisis ever starts.
The challenge
Your people absorb serious events, loss, workplace violence, and relentless pressure. Left unsupported, that weight becomes turnover and the quiet loss of your most experienced staff. The people closest to a difficult event are the ones who carry it longest — and with no structure to catch them, many of them eventually leave. Since the 2024 Joint Commission update made workplace-violence prevention a designated-leader requirement (TJC R3 Report, Issue 45), supporting staff in these moments is both a retention strategy and a compliance priority — one of the highest-leverage investments a clinic or health system can make.
Two programs, one goal: protected, resilient teams
- Caregiver Support (Peer Support & Code Lavender) — structured support in the first 72 hours after a serious event, modeled on the Code Lavender peer-support approach and built on an award-winning, AHRQ-grounded program I collaboratively designed and operated.
- Workplace Violence Prevention + Team Civility — civility and anti-bullying training, consulting, and coaching that builds psychological safety and meets the 2024 Joint Commission leadership requirement — with or without a triggering incident.
What the Caregiver Support Program includes
- Rapid response — structured support in the first 72 hours after a serious event
- Trained peer supporters embedded within your teams
- Structured follow-up so no one falls through the cracks
- Ongoing support via peer coaching for peer supporters and Code Lavender facilitators, so the program stays alive after launch
How it works
- Diagnostic/Discovery — understand your teams, their risks, and current supports
- Implementation — design the program, train peer supporters, and launch
- Sustainment — ongoing peer coaching so the program holds (not a one-and-done workshop)
Why work with me
- My work is Research-grounded — built on AHRQ curriculum and methodology, not improvised
- I am recognized — winner of a Care for the Caregiver VIP (Values in Practice) Award, June 2026, for this work
- I’m the operator, not a licensed framework — I collaboratively designed and operated the award-winning program this is built on, alongside a team — so you get the person who played a major role in building and sustaining it, not a binder
- I have a consultant, not a care provider — I partner with your organization as a leadership and program consultant. I build the structure, train your people, and coach your peer supporters. I do not provide individual care to your staff; that stays with your EAP and health partners. I keep those lanes separate by design. My background as a licensed clinician and certified professional coach is why I understand what your people are carrying and how to build support that holds.
Recognition: VIP Award — Team Belonging (Code Lavender Team).
What the evidence shows
- Staff find help — and use it. In a published Code Lavender peer-support program, staff who knew where to turn for help rose from 40% to 85%, and willingness to seek help after a crisis rose from 40% to 59% (Stony Brook EMS).
- It works and is well received. Peer-led debriefings in intensive care settings show high acceptability and feasibility, with early evidence of cost-effectiveness.
- It protects retention. Johns Hopkins’ RISE peer-support program documented an estimated $1.81M in institutional savings and roughly $22,576 saved per nurse retained.
- It scales. Health systems such as NYU Langone and Mayo Clinic have implemented Code Lavender enterprise-wide across multiple hospitals.
Built for your size
Engagements scale from a single clinic or department to a multi-site health-system rollout — right-sized to your team, your budget, and your goals.
Let’s talk
A short discovery call is the best next step — we’ll scope the right fit for your people, with no pressure.