Retention and conflict repair for caregiving, disability, and education organizations so your teams last—and your mission is sustainable.
Who this is for:
Disability services agencies struggling with high DSP turnover.Nonprofits and higher-ed programs stuck in crisis mode and conflict fatigue.
Leaders who want trauma-informed, restorative, and regulation-first tools—not just theory.
Welcome In!
What We Do:
Retention and culture consulting that reduces turnover and burnout.
Leadership and conflict-repair workshops that give managers real words for hard conversations.
Ongoing manager coaching so leaders don’t burn out trying to hold it all.
Our Approach: Steady Leadership™
Personal Steadiness — Stay grounded under pressure, manage your own reactions, and lead with clarity instead of reactivity.
Relational Steadiness — Co-regulation, clear boundaries, compassionate communication, and conflict repair that actually works—not avoidance disguised as "keeping the peace."
Systemic Steadiness — Team cultures, communication norms, and organizational practices that reduce burnout and help people stay—not just survive, but thrive.
This approach is grounded in science: Leadership research, conflict resolution practices, restorative justice principles, and organizational behavior studies.
It's built for real life: Tested in domestic violence services, disability support teams, and high-turnover nonprofits—real crisis, real conflict, real people under pressure.
It treats leaders like humans: When you're navigating team conflict or holding difficult conversations, you need more than a five-step process. You need the capacity to stay steady when nothing else is.
Free Download: Conflict Scripts for Human-Centered Leadership
The exact words to use when conversations get hard.
Most leaders know they should address conflict—but freeze when it's time to actually say something. This guide gives you 12 research-backed scripts for the hardest conversations you'll face:
Inside you'll find scripts for:
Delivering hard news when someone is scared
Redirecting performance without crushing confidence
Realigning an entire team after tension
Naming accountability issues clearly
Apologizing as a leader (and why it matters)
Supporting struggling staff without rescuing them
Why these scripts work: They're grounded in conflict resolution research, restorative justice principles, and organizational leadership best practices—and tested in real crisis moments across nonprofits, disability services, and education settings.
Meet the Founder
For the past 15+ years, I’ve led teams, sat in crisis meetings, and held space for people worn down by the work. I’ve receivedthe late-night calls, navigated conflict with no clear roadmap, and kept teams together when the system around us was stretched thin.
I don’t come in with judgment or a clipboard of “shoulds.” I come in as someone who has been in the work—domestic violence services, disability support, nonprofits, NGOs, and higher ed—and who knows how heavy it can feel to care and still watch people burn out. My work now is about making that load feel more sustainable for you and your team.
What I’m good at
Listening closely enough to hear what’s actually going on underneath the fires and the drama.
Turning messy dynamics into clearer systems so people know what to expect and how to repair when things go wrong.
Giving leaders real words to use in hard conversations, not just “skills” we forget under stress.
Helping teams feel a little more human with each other, without pretending the work is easy.
A bit of the formal stuff
I’m an EdD student in Educational Leadership at the University of Oregon, with graduate degrees in Conflict & Dispute Resolution and Community & Regional Planning. I’m an Oregon State Certified Mediator and serve as a Human Rights Commissioner in Eugene. I’ve shared this work nationally, including in collaboration with UNESCO, focusing on restorative justice, conflict resolution, and trauma-aware leadership.
Underneath all of that, I’m a person who cares deeply about the people who do this work—the folks supporting disabled community members, survivors, students, and families. Steady Leadership™ grew out of my own trial-and-error in real crisis settings. It’s not about becoming a perfect leader; it’s about having enough steadiness, repair tools, and support that you don’t have to do this alone.
Digital Suite
The Frontline Worker's Survival Guide ($47) with a pay-what-you-can option—designed specifically for DSPs, caregivers, and direct service staff
You're doing really hard work, and you're doing it well—even when it doesn't feel like it. This guide gives you steadying tools, scripts for difficult moments, and real support for surviving work that matters. You've got this. Let me help.
Manager's Crisis Regulation Toolkit - $65
You care so much about your team, and that's exactly why you'll figure this out. This toolkit gives you the exact words, decision frameworks, and steadying practices for the hard moments. You don't have to be perfect—just steady. And you can do steady.
Retention & Culture Playbook -$200
You're ready to stop the cycle, and that decision alone is huge. This playbook walks you through 90 days of real change—diagnosing what's broken and building something better. You can do this. I'll show you how.
How We Work Together
Option 1: Strategy Session
$300 | 90-minute strategic assessment
Understand exactly what's driving your turnover—and what needs to change.
What you'll get:
• 90-minute assessment session to map turnover, burnout, and conflict drivers.
• Written culture analysis
• Prioritized action plan (what to fix first)
• Resource recommendations
• Optional 30-day check-in call
Option 2: Single Workshop
$900 | 90-minute in-person or virtual training
Teach your leadership team the core steadiness skills in a focused, actionable session.
Choose one topic:
• Stay Grounded Under Pressure — Learn to manage stress and stay calm when everything's on fire
• Conflict Repair & Clear Communication — Scripts and strategies for the conversations you've been avoiding
• Building Cultures That Keep People — Systems that reduce burnout and create workplaces people don't want to leave
Includes:
• Tailoring call to understand your team’s context, followed by a 90-minute live training
• Digital resource toolkit
• Follow-up implementation conversation
Option 3: Complete Workshop Series
$2,000 | Three 90-minute sessions over 6-8 weeks
Train your entire leadership team in all three levels of the Steady Leadership™ Framework.
Session breakdown:
• Session 1: Personal Steadiness
• Session 2: Conflict Repair & Clear Communication
• Session 3: Building Cultures That Keep People
Includes:
• Comprehensive digital resource library
• Between-session implementation support via email
• 90-day follow-up check-in to support retention and accountability
Option 4: 90-Day Retention Sprint
$3,500 | Intensive 3-month partnership
Get hands-on support to transform your culture in 90 days.
What happens:
• Month 1: Culture assessment + listening
• Month 2: Manager coaching + conflict system building + trainings
• Month 3: Implementation support + retention metrics review
Includes:
• 8 training/coaching sessions (mix of group and 1-on-1)
• Custom communication systems & conflict scripts for your team
• Retention metrics tracking
• Ongoing email/Slack/Teams support throughout the 90 days
Option 5: Long-Term Partnership
$10,000 (6 months) | $17,000 (12 months)
For organizations ready to rebuild their entire culture and retention systems.
What's included:
• Everything in the 90-Day Retention Sprint
• Monthly leadership team trainings
• Bi-weekly manager coaching sessions
• Quarterly retention metrics reporting
• Emergency support for crises
• Complete implementation roadmap
Bonus Resource: Family Leadership Toolkit
For leaders who want to practice these skills at home too.
The regulation, repair, and communication tools you're learning aren't just for work—they transform family life too. This toolkit adapts the Steady Leadership™ Framework for home, helping you practice co-regulation, conflict repair, and grounded communication with your own family.
Because steadiness isn't just for the workplace. It's for your whole life.
[Download the free toolkit]
Social Proof
"From the moment Brittany joined our team supporting neurodiverse college students, she brought an undeniable presence of care and encouragement. Day in and day out, she shows up—addressing challenges with empathy and belief in people's potential. She's one of the most accepting and open-hearted individuals I've worked with. Brittany doesn't just talk about human rights and dignity—she lives it. Watching her show up consistently, even through her own challenges, has given me hope and strength. As she says, 'We are a sum of the people we know'—and I know I am a better person for working alongside her."
"She pours her heart and soul into everything she does, consistently going above and beyond without being asked… She works well with everyone, even our most challenging team members. Brittany responds to conflict with compassion and patience rather than defensiveness. Brittany helped us completely transform our organizational culture. I would work with her again in a heartbeat."
"Our team was stuck in crisis mode—constantly putting out fires with no bandwidth for actual culture change. The Regulation-First Leadership framework gave us tools we could use immediately. Within months, we saw measurable shifts: staff felt more supported, conflict was being addressed proactively, and our leadership team had a new shared language. What I appreciated most was that we didn't just get theory—we built systems we could actually sustain. The approach is compassionate, evidence-based, and designed for the realities of high-stress caregiving work."
“Brittany helped us completely transform our organizational culture. She genuinely cares about the mission and the people she serves."
"What sets her apart is how she receives feedback—she listens, asks questions, and applies it without defensiveness. That's rare in leadership roles."
FAQs
How is this different from traditional leadership training?
1
Most leadership training focuses on strategies and systems—what to do. We focus on how you show up while doing it.
Traditional training often assumes leaders just need better processes. But when you're managing crisis after crisis, working with staff who are burned out, or navigating constant conflict—processes aren't enough. You need the capacity to stay steady under pressure, repair relationships when they break, and hold space for others without losing yourself.
The Steady Leadership™ Framework teaches the self-management skills, communication tools, and conflict repair practices that make everything else work. It's not about adding more to your plate—it's about building the internal and relational capacity that helps you and your team actually sustain the work you're already doing.
What makes the Steady Leadership framework effective?
2
1. It's built for real life, not ideal conditions.
This framework was developed in the trenches—domestic violence services, disability support, high-turnover nonprofit teams. It's designed for leaders who are managing crisis, navigating conflict, and supporting staff through trauma and stress. Every tool is simple, research-backed, and immediately usable.
2. It works at three levels simultaneously.
Personal regulation (managing your own nervous system), relational regulation (co-regulation and communication), and systemic regulation (building team cultures that reduce burnout). When you address all three, change is sustainable—not just a temporary fix.
3. It meets people with compassion, not judgment.
People don't resist this framework because it doesn't require them to be someone they're not. As one supervisor said: "She responds to conflict with compassion and patience rather than defensiveness—and it makes people step back and question themselves." When leaders feel supported instead of criticized, they're able to actually implement change.
Can we customize this for our specific needs?
3
Absolutely. Every organization has different needs—maybe it's high turnover, maybe it's unresolved team conflict, maybe it's managers who are submerged in crisis management.
Before we start any formal partnership, we assess your culture, identify communication breakdowns, and understand what's actually driving burnout in your team. Then we tailor the framework to address your specific challenges.
For example:
If you're losing staff due to poor manager-employee relationships, we focus heavily on relational regulation and conflict repair
If your leadership team is exhausted from constant firefighting, we prioritize personal regulation and boundary-setting
If there's a culture of gossip or passive-aggressive communication, we build systemic practices that create psychological safety
What’s the ROI on this kind of investment?
4
The average cost to replace one employee in human services ranges from 50% to 200% of their annual salary, which typically amounts to $10,000–$30,000 per position when accounting for recruitment + training.
In disability services specifically, recruiting and training costs for a single Direct Support Professional can reach $4,000 per employee.
Nonprofit organizations report an annual staff turnover rate of 19%, with some sectors like domestic violence agencies experiencing rates between 27-36%.
In Oregon's disability services sector, DSP turnover rates exceed 40% annually, with some states reporting rates as high as 64.8%.
For organizations experiencing high turnover, these costs compound quickly. Oregon will need 65,000 more care providers by 2030 to meet growing demand, but high turnover rates and low wages are creating a cycle of burnout and inconsistent care.
When staff feel supported, conflicts get repaired instead of escalating, and managers have the tools to regulate under pressure—people stay.
One supervisor who worked with me said: "When we transferred supervision responsibilities to her, staff reported feeling more supported and enthused about their work."
Sources:
Nonprofit turnover costs: Society for Human Resource Management (SHRM), 2022
DSP-specific costs: Pennsylvania Providers Association, 2019 Direct Support Professional Compensation Study
Nonprofit turnover rates: Nonprofit HR Employment Practices Survey, 2021-2022
DSP turnover rates: Relias/ANCOR, 2025; National Core Indicators Staff Stability Survey, 2018-2022
Oregon workforce crisis: SEIU 503, Oregon Legislative Policy and Research Office, 2024-2025
Let's Talk About What Your Team Needs
If you're wondering whether the Steady Leadership™ Framework could help your organization, I'd love to hear from you.
Email me at [brittany.banna@gmail.com] and tell me a bit about:
What's happening with your team right now
What you've already tried
What you're hoping might shift
I'll respond personally within 2 business days, and we can set up a time to talk if it feels like a good fit.
No forms, no automated responses—just a real conversation between two humans who care about this work.