Foundations for Teams
Six weeks of whole-person development for your team.
A live, guided group coaching experience built for one organization at a time — scheduled around the rhythm of your work, facilitated by practitioners, with a clear beginning and a clear end. One cohort. One investment. Nothing that renews on its own.
Smaller team? There's a path for you as well — we work with organizations of every size.
- Private cohort
- $7,500
- Sponsored seats
- $500 per employee
- Program
- 6 weeks, live
- Scheduling
- You choose the day & time
The invitation
Organizations flourish when the conditions support the people inside them.
This work doesn't require anything to be wrong. It's just as meaningful for a steady, growing team as it is for one moving through a demanding season — because it isn't about repair. It's about cultivating the conditions where people can do their best work and still feel like themselves at the end of the day.
Every organization has a climate: the pace, the pressure, the clarity, the connection, the space for recovery. That climate shapes how people communicate, make decisions, meet change, and relate to the purpose of their work. It's shaped in part by the choices leaders make — which means it's something leaders can tend to, deliberately.
Foundations for Teams is one clear, defined way to tend to it. Your organization sponsors a private cohort of our six-week live group coaching experience, Foundations. Your employees explore how nervous system regulation, nourishment, connection, and purpose actually work together — and how to bring that into an ordinary Tuesday, not a retreat weekend.
When you sponsor a seat, what your employee hears is simple: this organization chose to invest in me as a whole person. That's a difficult thing to communicate any other way.
Walkthrough with Natalie Joy
Watch first
A short walkthrough, from Natalie.
Natalie walks you through what happens across the six weeks, what your employees are invited into, what leadership will and won't see, and how we shape the schedule around your organization.
If you'd rather simply ask, that works too. The discovery call is a conversation, not a pitch.
Book a discovery callWhat tends to emerge
Six things that show up quietly — in people, and then in the work.
Capacity, not coping
This isn't about helping people tolerate more. It's about widening the space they have to meet what's in front of them — with more steadiness, and more of themselves available.
More response, less reaction
Much of what strains a workday lives in a small moment — the message sent too quickly, the conversation that tightens. People learn to notice that moment, and to have a choice inside it.
Leaders who steady the room
Leaders shape the conditions everyone around them works within. When a leader is grounded and present, that steadiness tends to travel further than any message they send.
A signal people feel
Sponsoring a named seat is a specific, personal investment. There's a real difference between a benefit someone has to go find and one that was offered to them directly.
Trust that stays
Teams practice communicating with more clarity and staying in relationship through disagreement. Psychological safety becomes something they've built together, rather than a value on a wall.
A clear beginning and end
Six weeks. One invoice. Nothing that renews on its own. You'll hear from your own people what it meant to them before deciding whether to do it again.
The six weeks
What your team walks out with.
Each session is 90 minutes, live, and participatory — education, guided practice, reflection, and real conversation. Employees leave every week with something they can use the next morning.
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Week 01
RootGrounding & safety
Steadier under pressure. People come to understand what drives their own stress response — and how to settle it before it shapes a conversation, a decision, or a deadline.
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Week 02
NourishFood & movement as medicine
Energy that survives the afternoon. Practical nutrition, movement, and rest rhythms built for a real workweek — not a program that requires a different life to follow.
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Week 03
RestoreNervous system resilience
Respond instead of react. Somatic tools people can use at their desk, in the truck, or before walking into the room — recovering faster from the moments that used to take the whole day.
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Week 04
ReconnectCo-regulation & belonging
Teams that talk to each other. Clearer communication, healthier conflict, and the kind of trust that makes people raise a problem early instead of late.
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Week 05
EmbodyAuthentic expression
People who speak up. Reconnecting values, voice, and purpose — so employees bring judgment and ownership rather than compliance.
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Week 06
RegenerateRooted living
Habits that outlast the program. Everything gets integrated into how people actually work, so week seven doesn't quietly return to week zero.
Built around your operation
You set the day. You set the time. We'll run two tracks if you need them.
Coverage is usually the first practical question, and it's a fair one. So the schedule is yours to define. Tell us the day and the time window that works for your organization, and we'll build the six-week cadence around it.
If your team can't all step away at once, we split the cohort into two tracks — one during duty hours, one off duty — and run both. Same program, same facilitators, same investment.
Track A — On duty
For the portion of your team that can be released during the workday. Common choice: a standing mid-morning or early-afternoon block that avoids your peak load. Sponsoring on-duty time is itself the loudest signal you can send about what leadership values.
Track B — Off duty
For shift workers, client-facing staff, field teams, or anyone whose coverage can't move. We honor off-duty sessions at no additional cost so no one is excluded because of where they sit on the schedule.
Example: an 18-employee cohort split 9 / 9 — nine attend Wednesdays at 10:00 a.m., nine attend Wednesdays at 6:00 p.m. Two live groups, one investment, no change in price. Split tracks are available for cohorts of 14 or more, so each group stays large enough to hold real conversation. Every session is recorded, so anyone who misses a week stays with the group.
The investment
Two ways to bring this to your team.
The size of your organization shouldn't decide whether your people get this. It only decides which room they're in.
For 10 – 18 employees
A private cohort
$7,500flat, per cohort
Your people only. Built around your calendar.
- Six live 90-minute sessions for your team alone
- You choose the day and time; we build the cadence around it
- Split on-duty and off-duty tracks available at 14+
- Emphasis tailored to what your organization is carrying
- Aggregate assessment movement reported to leadership
- Leadership consultation before, written debrief after
For teams under 10
Sponsored seats
$500per employee
Your people join an open Foundations cohort.
- The same six live sessions, the same practitioners
- A room shared with participants from other organizations
- Runs on our published schedule
- Sponsor one employee or nine — no minimum
- Aggregate assessment reported at five or more participants
- Leadership consultation before, written debrief after
Both paths receive the leadership debrief. A smaller organization doesn't deserve a smaller conversation — the only difference is the room your people sit in, not the care they're held with. One note on the numbers: aggregate assessment results are reported at five or more participants. Below that, averages can start to identify individuals, and that's a line we won't cross. Your debrief in that case is a conversation about themes rather than data.
Private cohort pricing
One flat investment, whether you bring ten people or eighteen.
The minimum of ten isn't a pricing rule — it's what a group needs to become a group. The cap of eighteen is what keeps the room small enough for individual coaching inside it.
Build your cohort
Your investment stays the same. Move the slider to see what changes.
Everyone attends the same live session each week.
Your cost per employee
$500
15 employees · $7,500 total · six weeks
Every employee you add lowers the cost of the seat beside them. We'd rather you fill the room.
What your cohort includes
- Six live 90-minute sessions — facilitated, participatory, never a lecture
- Full recording access — nobody falls behind for missing a week
- Weekly practice guides and reflection prompts
- Live Q&A in every session
- Individual coaching within the group container
- A private cohort space for questions between sessions
- Custom scheduling — your day, your time, split tracks at 14+
- Human Flourishing Assessment at week one and week six
- Leadership consultation before launch to tailor emphasis
- Anonymized closing debrief for leadership
What this isn't
- A self-guided app or portal people navigate on their own
- A one-time presentation without a path to integration
- Therapy, clinical treatment, or a substitute for either
- A reporting channel — leadership doesn't receive individual details or anything shared in session
- An ongoing contract or an agreement that renews on its own
What it is
- Nine hours of live, guided coaching for each participant
- Practical tools shaped to fit a real workweek
- A confidential space, which is what allows people to actually use it
- A clear, finite line item you can explain to a board
- An experience people tend to carry with them well past week six
How you'll know
Confidential for your people. Still visible to you.
Leaders reasonably want to know what happened. Participants reasonably need a space that's entirely their own. Those two things are usually treated as a trade-off. They don't have to be.
In week one, every participant privately completes our Human Flourishing Assessment — a look at the eight conditions that support a well-lived life, from nervous system regulation and nourishment to connection, purpose, and sustainable performance at work. They take it again in week six.
Individual responses stay with the individual. What comes to you is the aggregate movement across your cohort: where your people were strongest, where the roots were asking for attention, and what shifted over six weeks. Alongside it, a short written debrief with what we noticed and what we'd gently recommend next.
Nobody has to choose between an honest room and a real answer.
How we begin
Four steps from conversation to first session.
Step 1
Discovery
A conversation about your organization, your people, the rhythm they're working within, and what you'd like to cultivate together.
Step 2
Design
We confirm seat count, lock the day and time, decide whether to split tracks, and tailor emphasis to what your team is actually carrying.
Step 3
Facilitate
Six weeks of live sessions. We handle enrollment, reminders, recordings, and materials. You provide a roster and a calendar hold.
Step 4
Integrate
A closing leadership debrief with aggregate assessment movement and anonymized themes — what shifted, and what your people need next.
Who leads it
Whole-person wellbeing meets organizational leadership.
Natalie Joy
Founder & Lead Practitioner
Founder of Enrooted Life, somatic practitioner, and holistic wellness coach. Natalie integrates nervous system science, somatic healing, nutrition, mindfulness, and transformational coaching to support lasting, whole-person wellbeing.
Her conviction shapes the entire program: people aren't meant to spend their lives trying to fix themselves. Growth emerges when the roots are nourished — with awareness, compassion, connection, and intention.
Christopher
Leadership & Organizational Development
Christopher brings experience in leadership, organizational development, and culture — and the translation layer between personal insight and organizational reality.
He works with the leadership side of the engagement: what your managers need, how the program lands inside your structure, and how insight becomes something that shows up in how the work actually gets done.
Questions leaders ask
Before you commit.
What does leadership actually see?
Nothing shared in a session leaves the session. You won't receive individual notes or anything a participant says. At the close, we offer an anonymized aggregate debrief — the themes we heard, and what we'd gently recommend next.
That confidentiality is what makes the work possible. People open up when they trust the space is theirs, and it's in those honest moments that the real shifts happen.
What if someone can't make a live session?
Every session is recorded and available to sponsored participants. Coverage emergencies happen; nobody drops out of the program because of one Wednesday.
Can we include more than 18 employees?
Not within a single cohort. Above eighteen, the group loses the intimacy that allows individual coaching to happen inside it — and that intimacy is the heart of the experience. If you'd like to reach more of your organization, we simply schedule a second cohort. Many organizations begin with one team, see how it lands, and grow from there.
Is this therapy?
No. This is educational coaching. It is not a substitute for therapy or medical care, and it isn't presented as one. Participants are always encouraged to honor their own boundaries and seek additional support when they need it.
What do we need to provide?
A roster of participating employees, a confirmed day and time, and a calendar hold. We handle enrollment, reminders, materials, recordings, and facilitation. Sessions are delivered live on Zoom by default.
We're also glad to facilitate in person. For organizations in the Phoenix metro area, in-person sessions are included. For out-of-state organizations, we're happy to travel to you — reasonable travel and per diem expenses are billed at cost and reimbursable, and we'll agree on that estimate together before anything is scheduled. Many organizations choose a blend: an in-person opening session to gather everyone in the same room, with the remaining weeks live on Zoom.
How does billing work?
One invoice for $7,500, issued after the roster and schedule are confirmed. The investment is the same whether you bring ten employees or eighteen, and splitting into on-duty and off-duty tracks doesn't change it either.
Why does a private cohort need at least ten people?
Below ten, the group conversation that makes this different from a webinar doesn't have enough voices in it. People learn as much from hearing a colleague name something they recognize in themselves as they do from anything we say. That's not a number we picked for pricing reasons — it's what the work needs.
If your organization is smaller, sponsored seats in an open cohort give your people the identical experience, and you still receive the leadership consultation and closing debrief.
What if we want to keep going after six weeks?
Then we'll talk about it then. Ongoing partnerships, leadership development, workshops, and retreat facilitation are all available — but nothing in this engagement obligates you to any of it.
Let's cultivate a workplace where people can flourish.
Tell us about your team, the rhythm of your work, and what you'd like to cultivate. We'll be honest with you about whether this is the right fit — and if it isn't, we'll say so.
or email us at hello@enrootedlife.com