Retention and Conflict Repair:
Caregiving, Disability, and Education Organizations
THIS WORKS FOR
Disability services (DSPs, managers, directors)
Nonprofits (especially domestic violence, youth services, human services)
Education programs (especially special ed, transition programs)
Healthcare support teams
Based in Oregon? Even better. We know your context.
Tested in domestic violence services, disability support, and high-turnover nonprofits.
WHAT WE DO
The Steady Leadership™ Framework
Three levels. One system.
Personal Steadiness
Manage your nervous system so you can lead through crisis without falling apart.
Relational Steadiness
Real conflict repair. Clear communication. Co-regulation that actually works.
Systemic Steadiness
Team cultures and retention systems that help people stay—not just survive.
DIGITAL SUITE
The Conflict Scripts Library
$97 individual / $197 organizational
12 scripts for some of the hardest conversations in caregiving and leadership:
When someone is escalating, and you need to de-escalate
When you need to deliver hard feedback without breaking trust
When a team member is struggling, and you don't know what to say
When you need to set a boundary with compassion
When you've made a mistake and need to repair
When someone is burning out and isn’t able to admit it
Plus 6 more scenarios
What's included:
12 conflict scripts (PDF + worksheet)
"Choose Your Own Adventure" decision tree for which script to use when
Real-world regulation practices you can do between conversations
The 30-Day Regulation Practice
Self-paced course for personal steadiness
$297 individual / $497 organizational
A month-long guided program to build your personal steadiness so you can lead through crisis with clarity.
What's included:
Daily Practices (30 days)
Week 1: Awareness
Week 2: In-the-Moment Tools
Week 3: Recovery
Week 4: Integration
Live Support
2 Live Coaching Calls (60 min each)
The Retention Systems Blueprint
Implementation guide for organizational change
$497 individual / $997 organizational
A 90-day implementation roadmap to diagnose what's driving turnover and build systems that help people stay.
What's included:
Turnover diagnosis assessment (find out WHY people are leaving)
12 retention system templates:
Onboarding process that builds belonging (not just paperwork)
Stay interviews (not just exit interviews)
Conflict repair protocols
Manager check-in frameworks
Team meeting structures that don't waste time
Recognition systems that feel genuine
Feedback loops that create safety
Plus 5 more
90-day implementation timeline (what to do week by week)
Staff survey templates (measure what's working)
Live Support
2 Live Coaching Calls (60 min each)
If you use these scripts and don't feel more confident in your next hard conversation, email me within 30 days and I'll refund you. No questions asked, except maybe how we can improve!
Organization-Level Support
Culture Diagnosis
$500 | 90 minutes
Find out exactly why people are leaving. Get a prioritized action plan.
Emergency Workshop
$1,000 | 90 minutes
Train your team in one critical skill: regulation, conflict repair, or retention culture.
90-Day Retention Sprint ⭐ Most Popular
$4,000 | 3 months
Transform your culture. 8 sessions, custom tools, metrics tracking, ongoing support.
Long-Term Partnership
$15,000 (6 months) | $25,000 (12 months)
Comprehensive culture transformation. Monthly trainings, manager coaching, emergency support.
Limited to 3 partnerships at a time.
Let's Talk About What Your Team Needs
Email me at [brittany.banna@gmail.com] and tell me a bit about:
What's happening with your team right now
If you aren’t sure where to begin
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.
Meet the Founder
Brittany Banna
For 15+ years, I've taken the late-night crisis calls, worked with teams to rebuild when systems were breaking, and sat with people worn down by work that matters.
I don't come in with a clipboard of "shoulds." I come in as someone who's been in it—domestic violence services, international NGOs, disability support, nonprofits, higher ed—and knows how heavy it feels to care and still watch people burn out.
What I'm good at:
Hearing what's actually going on underneath the fires
Turning messy dynamics into systems people can use
Giving you real words for hard conversations—not theory that’s easy to forget under stress
Helping teams feel more human with each other, without pretending the work is easy
The formal stuff:
EdD Student, Educational Leadership (University of Oregon) | MS, Conflict & Dispute Resolution | MS, Community & Regional Planning | Oregon State Certified Mediator | Human Rights Commissioner, City of Eugene | Collaborated with UNESCO on restorative justice and conflict resolution
What matters most:
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, humility, and support that you don't have to do this alone.
Not Sure Where to Begin? Download One of Our Bonus Resources Below:
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]
Bonus Resource: 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.
[Download the Free Guide]
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."
FAQ Section
How is this different from other leadership training?
Most training teaches strategies—what to do. We teach how you show up while doing it. When you're managing crisis after crisis with burned-out staff, 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. That's what Steady Leadership™ builds.
What makes this framework effective?
Three things: (1) It's built for real life, not ideal conditions—tested in crisis settings with real teams. (2) It works at three levels simultaneously: personal regulation (your nervous system), relational regulation (co-regulation and communication), and systemic regulation (team cultures that reduce burnout). (3) It meets people with compassion, not judgment. As one leader said: "She responds to conflict with compassion and patience—it makes people step back and question themselves." When leaders feel supported instead of criticized, they actually implement change.
Can you customize this for our team?
Yes. Every organization is different—high turnover, unresolved conflict, managers drowning in crisis. We assess your culture first, identify what's driving burnout, then tailor everything to your specific challenges. If you're losing staff due to manager relationships, we focus on relational regulation. If your team is exhausted from firefighting, we prioritize personal regulation and boundaries. If there's gossip or passive-aggressive communication, we build psychological safety systems.
What's the ROI?
Replacing one employee costs $10,000-30,000 (recruitment + training). One DSP costs $4,000-10,000. In Oregon, DSP turnover exceeds 40% annually—some states hit 64.8%. If you lose 8 people at 40% turnover, that's $80,000-240,000/year. Our 90-Day Sprint costs $5,000. Even a 25% reduction saves $20,000-60,000. That's 4-12x ROI in year one. Every year after is pure savings. When staff feel supported, conflicts get repaired, and managers can regulate under pressure—people stay.
Do you work outside Oregon?
Yes. Virtual options available nationwide. Oregon-based teams get priority for in-person work.
What if this doesn't work for us?
All digital products have a 30-day money-back guarantee. For organizational work, we start with a culture assessment so you know exactly what you're getting before committing to a full partnership.
