About elisabeth bertramWithout authentic relationships, you can't build belonging, keep talent, or achieve excellence—
I help people and organizations strengthen the relational foundation that drives performance.
I’m an "operational psychologist" who creates interpersonal practice spaces where leaders and teams master the relationships that fuel lasting results.
You know that feeling when your best people are burning out, the same conflicts keep surfacing in meetings, and despite hiring smart individuals, your teams still struggle with the basics of working together?
You're not imagining it—and you're definitely not alone.
Here's what I know after 15+ years scaling operations at Fortune 100 companies: the problem isn't your people, your strategy, or even your workload (Okay, well sometimes it is!). It's that no one ever taught your organization how to practice getting better at the relationships that make everything else possible. That's exactly what I help you fix.
I’m Elisabeth Bertram
and I've spent my career in the tension between high performance and human sustainability. With dual master's degrees in Organizational Development and Counseling Psychology, plus hands-on experience building teams at Fortune 100 companies, I understand both the business imperatives that drive you and the psychological dynamics that can derail even your best intentions.
My approach is different because I don't just reorganize—I help people actually change how they relate to each other. Whether I'm coaching a burned-out VP who's become the bottleneck they used to complain about, facilitating breakthrough conversations for teams stuck in recurring conflicts, or diagnosing the "How We Work" gaps that create daily friction, I create safe spaces where real practice leads to lasting transformation.
what it's like to work with me:When you work with me, you get someone who's actually been in your shoes—
managing complex operations, scaling teams under pressure, and trying to maintain both excellence and humanity. I don't just hand you a framework and wish you luck. Instead, I design what I call "interpersonal playgrounds"—structured spaces where your leaders and teams can safely practice the relationship skills they need to thrive.
You'll find our sessions feel more like breakthroughs than meetings. We tackle the real issues (not just surface symptoms), and I help you build systems that work even when you're not in the room. My clients regularly tell me they wish they'd found this approach years earlier—because once you get the relational foundation right, everything else becomes possible.
The results speak for themselves:
80%
reduction in team disagreements
1.2M+
in savings from reduced leadership turnover
…and
organizations that can finally scale without burning people out.
Why I do this work.
I’ve spent my entire career in the tension between high performance and human sustainability.
At companies large and small, I watched incredibly talented people struggle—not because they lacked capability, but because no one had ever taught them how to practice getting better at working together. I saw burnout masquerading as dedication. I witnessed conflict that could have been collaboration. I experienced the exhaustion of working in organizations that hadn't clarified their most fundamental "How We Work" agreements.
And I realized something crucial: most organizational problems aren't actually problems of strategy, talent, or even resources. They're problems of relationship dynamics and operational clarity that we've never been taught to practice improving.
That's when I committed to becoming what I call an "operational psychologist"—someone who could bridge the worlds of Fortune 100 business sophistication and deep psychological insight into human behavior.
My mission is simple:
help organizations create the practice spaces where both relationships and systems can evolve, so that excellence becomes sustainable rather than exhausting.
Because I believe work should be a place where both performance and people flourish—and that starts with getting better at the foundational relationships that make everything else possible.
But most importantly, leaders rediscover why they loved their work in the first place, and teams develop the kind of trust and collaboration that makes difficult challenges feel achievable.
if you're ready