Nurturing Liberating Organizations


an online training program for organizations who want to be explicitly structured to be anti-oppressive and pro-liberation and want to model the world they want to live in

I’ve taken everything I’ve learned from creating work environments where everyone get to be deeply human at Everyday Feminism and with other groups.

I've synthesized and codified it into a holistic liberating organizational model that's explicitly structured to be anti-oppressive and pro-liberation.

It not only teaches you the high level theory, but gives you what you need to actually implement it. 

Yes, you’ll learn the framework and organizational structures to build your liberating organization.

But more importantly, you'll get the step-by-step guided implementation process, community support, and individual coaching that gives you everything you need to make this happen.

Sandra Oval Headshot

Sandra Kim,
Founder of Everyday Liberation
and Everyday Feminism

The End Result and...Your Possible Future!

A social justice workplace where:

  • You get to have both autonomy and collaboration in service of the mission
  • You have a human-sized amount of work that you have consented to
  • You can both honor your feelings while still moving the work forward
  • You have transparency over who's doing what - without needing to manage people
  • You are cared for in a deeply human way when tensions and conflict arise
  • You are supported in healing from internalized oppression
  • Who you're being matters as much as the work getting done
  • Your whole human self is welcomed and proactively supported in getting free


is the first organizational model and online training program of it’s kind that...


    No more treating people like work zombies to be exploited - not even for social justice. Get a holistic organizational model that treats people like human beings - while also addressing and healing from how identities and power can dehumanize us.


    No more questions on how to get started or what to do. Get a guided transition process to sharing the organizational model with your team and stakeholders and getting buy in from them to make the shift.


    You don't need to do this work alone. Get peer support in small groups as well as individual leadership coaching. So you can stay on track, let go of your fears, and become the person you dream of being at work.



A Framework for Nurturing Liberating Organizations

The different forms of systemic oppression, from white supremacy, patriarchy, exploitative capitalism, to state violence, are designed to unconsciously condition us to be work zombies who are easy to exploit.

It makes it not just possible but mandatory for us to give up our most core needs - like eating, sleeping, being in loving relationships, following our calling - in service of working more and more.

That's why in this module, you'll get a liberatory framework and tools for unpacking that oppressive mentality and begin to loosen its grip on you, including:

  • How we've been unconsciously conditioned to internalize toxic messages about how our self-worth is tied to our 'productivity' - so we can start to notice when it's arising and choose a different path

  • How to notice when we're dehumanizing ourselves and how our environment is supporting that - so we can stop and address what's going on

  • How to have healing conversations with people who are contributing to harm at work - so you can both be seen as human and address the harm that's happened so it doesn't happen again

  • How to share in powerfully vulnerable ways about how you're feeling and what needs aren't being met - so you can identify shared values and goals that you can build off of and co-create a way to get everyone's needs met

  • How to compassionately not cooperate with people who do not wish to share in powerfully vulnerable ways with you and don't want to co-create a solution with you - so you can refocus your energy on what next best meets your needs

  • How this Liberating Organizations model provides organizational structures to make these dehumanizing and dominating dynamics known to the community so they can be transformed - and explicitly and intentionally provides the conditions to facilitate healing and liberating dynamics

Collaborative Self-Governance

Systemic oppression is made possible by the inequitable, unjust distribution of power and resources. Our organizations often reflect that same distribution by keeping the decision-making powers and highest salaries disproportionately at the top.

That's why in this module, you'll learn how to organize your work in decentralized ways that allows for both autonomy, collaboration, and care, including:

  • How centralized, hierarchical leadership actually is dehumanizing and coercive to the top leadership - so you understand how everyone has a strong reason to want to over throw that style of leadership

  • How to move away from directly managing people to letting the meeting create the transparency needed to know what work is being done (and not done) and getting support if needed - so you get to stop (avoiding) nagging and policing people 

  • How to organize all work (including invisible labor) in ways that invite people to consent to the work they're doing and have ownership over their direct responsibilities - so you can have a human-sized amount of work and are clear on who's doing what and how to respect each other's autonomy 

  • How to facilitate a caring, inclusive decision-making process that can both respect the final decision-making power people have over their own work while also getting input, feedback, and support from others - so you can still control your own work but you don't have to do it alone

  • How to have a checks and balances system that ensures people are working in alignment with the organization's mission, vision, and values - so you don't have people exploiting their autonomy to take actions that are harmful to the organization's purpose

Community Care

Systemic oppression teaches us that our feelings and needs aren't important or real. While this helps us survive the violent system of oppression we're under, it also keeps us trapped in it.

That's why in this module, you'll learn how we can collectively care for our emotional feelings and needs as human beings at work, including:

  • How ignoring our feelings and needs in order to not let them 'interfere' with the work actually just results in growing resentment, frustrations, and anger as well as breakdowns in relationships - so you can let go of that dehumanizing strategy

  • How we often already have our go-to people at work who provide emotional support when we're upset - but its turned into unpaid invisible emotional labor, usually by women who must choose between being supportive and doing their paid expected work

  • How central and critical it is for everyone at work to develop the habit of getting emotional support when there's no major issues - so you can easily ask for it when you truly need it

  • How nurturing collective joy is an often overlooked way of caring for our communities and strengthening our relationships - so you can celebrate small and big wins and appreciate each other and yourself more!

Collective Healing

Systemic oppression teaches us that our trauma is our own fault and we need to just get over the ways we're harmed by it. This results in us playing out the dynamics of oppression and marginalization in unconscious and undesired ways - and be scared of acknowledging the harm it's causing us and others.

That's why in this module, you'll learn how collective healing is necessary for us to heal as individuals and stay in community together, including:

  • How to notice for when our traumas related to our privileged and marginalized identities, exploitative capitalism, and other types of violence show up at work - so you can begin to get support to care for them

  • How to care for the underlying pain and unmet needs - so you can release the fears stopping you from taking care of them

  • How most of the healing work is done by us as individuals, we also need to be held in collective healing energy in order to deeply heal from collective trauma

  • How to create collective healing spaces that welcome people to share in powerfully vulnerable and consensual ways - including when they don't want to share and when they don't want to hear about the struggles of other groups yet

  • How to proactively acknowledge people's experiences and affirm their humanity - even when they struggle to do it themselves

  • How healing is a cyclical process and moves at its own pace - so you can let healing naturally flow and not take longer than necessary



A Framework for Gently Guiding Transition Cycles

With our world burning in different ways, more and more people are realizing how broken our current systems and ways of operating are.

Even people who have been fighting different forms of systemic oppression - from white supremacy, patriarchy, exploitative capitalism, to state violence - are often unconsciously thinking and acting in ways that are dehumanizing and oppressive.

That's why it's important for us to not simply impose a new system - even one that's designed to be liberatory - upon people. And until we're more skillful at not being oppressive and dehumanizing, it can be very difficult to know how to do it differently.

Too often people are caught in this difficult place of wanting to change, but not clear on what else to do, and very confused about how to get there - without engaging in controlling behavior.

That's why in this module, you'll get a liberatory framework and tools for gently guiding a transition in  way that's already in alignment with your values of consent, transparency, compassion, and justice, including:

  • How transitions cannot be forced or dragged along and instead have their own natural rhythm and moves in cycles - so that you can notice which phase you're in and skillfully guide it forward, without imposing it upon people

  • Why most transitions break down before they even get started or shortly afterwards - so you can make sure to not make those same mistakes

  • What the 4 phases of a transition cycle are, what the purpose of each one is, and how they flow into one another - so everyone can be on the same page and move in tandem together

  • What each phase needs in order to be nurtured and what needs to be let go of that can be hard for people with different identities - so you can be mindful of how you're showing up and how that's impacting the transition


Even when there's general agreement that we need to shift and even a sense of what to shift to, how we even start that conversation with a larger group feels daunting and overwhelming.

How do we even start this conversation at work, especially with those who are decision-makers and may be interested or may be resistant to the idea of doing things differently?

Whether that's top leadership, boards, funders, or constituents, there's a lot of people to take into consideration when you want to change a whole system.

Since the typical ways we make change happen - aka imposing it and dragging people along - isn't in alignment with our values and counterproductive, we need to have a different way that is inclusive, consensual, and clear.

That's why, in this module, you'll learn a 5-step approach to inviting people into an emotionally loaded conversation and getting them excited about a new possibility - where everyone feels seen, included, and affirmed:

  • Why the typical ways we try to convince people are actually coercive, dehumanizing, and counterproductive - and learn the underlying reason why these conversations are so difficult for us to have

  • The ONE QUESTION you need to stay focused on the entire time in order to have people be open to hearing what you have to say

  • Step #1: How to get grounded enough to have a conversation, even if it's emotionally loaded for you or them - so you can release the feelings holding you back and move into the conversation with greater ease

  • Step #2: How to identify who to talk with and in what order, even if you don’t know where to get started - so you can be strategic and get the necessary buy-in faster

  • Step #3: How to invite the other person into the conversation, even if they’re initially resistant - so you can co-create the conditions for a consensual, productive conversation

  • Step #4: How to facilitate an inclusive, constructive conversation, even if you disagree with them - so you co-create a next step you can both agree to

  • Step #5: How to choose the next appropriate action step, even if you don’t know what to do - so you can take both positive and negative reactions as part of the flow and let them inform you of where to go next


Once your workplace has decided that it is willing to consider this holistic organizational model, the next stage is to explore what that could mean for your organization.

Too often, we jump from liking an idea to trying to make it happen - and bulldoze over people along the way. Since we want to avoid perpetuating such oppressive behavior, it's important to take the time to gather everyone's input who wants to give input.

That's why in this phase, you'll learn how we can explore how the Liberating Organizations model might be applied to your organization in a way that reflects its values, including:

  • How to hold space for and facilitate conversations that support people in sharing their thoughts, including when they're hesitant to or unsure of what their thoughts are - so that everyone understands they're invited and how to support people in showing up as they are 

  • How to support people who have strong feelings, from anger, distrust, to numbness, about engaging in such a process - so that this phase can also be an opportunity to acknowledge past harm and care for the pain its caused 

  • How to create collective healing spaces to acknowledge the humanity of everyone in skillful and customized ways - so that people sharing their feelings and needs does not cause more harm and can be well cared for

  • How to seriously consider and incorporate people's questions and concerns - so that everyone feels their input, feelings, and needs are seen and valued, even if there's disagreement about the positions 


 Once everyone has shared where they have been in this process and where they are now currently, you can begin the planning phase. 

By following the holistic organizational model during the planning phase, you'll be able to organize and divide up the work in a way that is consensual, autonomous, inclusive, clear, and caring.

In this phase, you'll learn how:

  • How to create a proposal to create proposals for each area of work - so everyone has consented to the planning process and knows how decisions will be made

  • How to name and organize the work, including invisible labor - so everyone is clear on what responsibilities people will be asked to take on

  • How to create a coordinating body - so as each autonomous group is communicating and supported by other groups

  • How to create levels of engagement and invite people to identify how they want to participate in the planning process - so everyone is clear on who wants to do what and who needs to be involved at any moment of the process

  • How to finalize the plan in a way that's consensual, inclusive, and caring - so that everyone is clear about what is happening and why and is able to give feedback that is seriously considered


Once a plan has been collectively co-created and approved, it is finally time to implement! And how that implementation happens is as important as implementing the plan.

That's why for this phase,, you'll learn how you can move the work forward in a way that is consensual, caring, inclusive, and transparent, including:

  • How to organize the work and invite people to sign up for different types of engagement - so that people are clear on what is needed to be done and consent to doing it

  • How to move in short sprints and pause to reflect on how the work is going - so people can notice if the plan needs to be adapted or if how the work is happening makes sense 

  • How to address roadblocks and breakdowns along the way in a caring ways - so that people feel supported in sharing where it's challenging for them and get support in addressing them

  • How to regularly share appreciations and celebrate small wins - so that people feel their work is seen and valued by the whole team

To Make Sure You’re Supported Every Step Of The Way,
You Also Get Access To:

Holistic Organizational Model

Get the whole holistic organizational model delivered to you via a written handbook that's easy for you to follow along and refer to and share with others.

Transition Guide

Get a written step-by-step transition process for your team, board, and other stakeholders delivered to you.

You'll learn how to introduce this holistic organizational model into your organization in a way that's inclusive, consensual, and clear - even if you don't know where to begin.

Once you've gotten buy-in to either experiment or transition entirely to this model, you'll also get the steps needed to make this as smooth of a process as possible - by using the very organizational structures to make inclusive decisions and care for tension and conflict.

IMPORTANT: The Starter Plan will include the Framework and Opening Phase trainings since they support the initial stage of this process, which is what the Starter Plan is focused on. If you have enrolled in the Starter Plan and then feel ready to move into the Standard Plan because your organization has agreed that it wants to explore this possibility for itself, then please contact us about upgrading. 

Online Q&A Sessions

Get online Q&A sessions where Sandra helps you apply the work to your specific situation and meet other people on a journey. 

Support Circles

Be a part of a small group of 5 program members who meet weekly.

In these peer-led sessions, you'll have a dedicated time to pause and reflect on how the transition process is going.

You'll be able to get and give support from people who are on a similar journey in their own organization. 

Leadership Coaching

In the Standard Plan, you'll get three 60-minute one-on-one leadership coaching sessions with Sheena Wadhawan, the Deputy Director of Everyday Feminism and organizational consultant.

Sheena is the person who provides the critical emotional labor that makes this holistic organizational model work at Everyday Feminism.

You will experience how much healing and transformation is possible with the amazing amount of love and care she gives through her coaching.

In the Premium Plan, you'll get six coaching sessions with either Sandra Kim or Sheena.


Group Consulting Led by Sandra

Get direct support from Sandra Kim and Sheena Wadhawan through this group consulting program for just 8 organizations. This is for leaders who want more personalized support in this transition but can't afford to hire a consultant and want to be a part of a small community of leaders on a similar journey.

In addition to the training podcasts and worksheets, Facebook group, and transition guide, you'll also:

  • Meet weekly over 6 months with Sandra and Sheena at Support Circle sessions that they will lead
  • Get 6 one-on-one leadership coaching sessions with Sandra or Sheena.

All for the fraction of the price you would normally pay a consultant for a 6 month engagement.

Interested organizations will first need to apply.

What Others Are Saying

Nurturing Liberating Organizations Is Perfect For You If…

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    You want to be treated like a whole human being - and not like a work zombie to be exploited

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    You want to choose what work you do - instead of doing work because there's no one else

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    You want to feel ownership and autonomy over your own work - while still being supported by others

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    You want to be held with compassionate accountability and support when you make mistakes

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    You want a way to address tension and conflict at work that doesn't stop the work from moving forward

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    You want to stop managing people and have a transparent way of knowing what work's been done and not done

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    You want people to be supported in addressing how their trauma as marginalized and privileged people show up at work

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    You want the way your organization operates to reflect its values and the change its seeking to create in the world

If the above resonates with you, I can’t wait to welcome you to this program!

Get Started Now!

Please note that currently only the Introductory Plan is currently available for registration.

The Starter and Standard Plans are closed for registration until the next cohort is started.


  • Best If You Want To
  • Number of Spots
  • Program Length
  • Training Handbook
  • Online Q&A Sessions
  • Transition Guide: Opening
  • Full Transition Guide
  • Support Circles
  • Leadership Coaching


  • Get the Handbook
  • Unlimited
  • N/A

(Closed - Starter)

  • Learn the Model
  • Unlimited
  • 2 Months

(Closed - Standard)

  • Start the Transition
  • Only 50 Spots!
  • 6 months

A 30-day 100% Money Back Guarantee

Money-Back Guarantee

If you've never done an online training program or if you're on the fence...

Then I want to offer you the opportunity to get involved risk free.

Liberating Organizations comes with a 30-day, 100% money-back guarantee.

If in the first 30 days, you decide the program is not useful to you, then we'll happily cancel your account and refund your money.

**Please note this does not apply to the Introductory Plan since that is just a handbook.

Not Sure Still? Got Some Questions?

Here are answers to some common questions. If you have others, please contact us here!

Can this organizational model work at even a very hierarchical organizations?

Yes, this can work even for organizations that are very hierarchical. As long as there are a couple staff willing to have the conversation about the harmful impact of working at a very hierarchical organization, there's an opening to transform it into a self-governing one.

As part of the training, you'll learn how to facilitate conversations with people who may disagree with you and hold space for how they're being impacted by the workplace culture. From there, you'll learn how to experiment on a small scale to show how these liberating organizational structures can work. 

You don't have to get everyone to move to a self-governing structure. You just need to start with trying it out between at least two people - and grow from there. The proof of how powerful and humanizing this organizational model can be will be evident and motivate others to try it out themselves.

Once you're ready for more, you can upgrade to the Standard Plan and get peer support and leadership coaching on navigating the transition at a hierarchical organization!

After that, it's just a matter of spreading key organizational structures until the top leadership realize how humanizing the new organizational model could be for them too! Then you'll be able to share the non-hierarchical, non-governing organizational structures to transform it from top-to-bottom.

Does this organizational model work for only small or large and paid or volunteer team?

This organizational model can be used for teams of any size because it is based on how an individual relates to work and how we can support all individuals in relating to the work. It also uses a small group approach and group of groups model so that it can be scaled for large organizations.

This model has been used for both paid and volunteer teams and it works for both. As long as people have come together to accomplish a shared purpose, it can work.

Can this organizational model work with people who are resistant to talking about their feelings, power, and privileges?

Yes, this organizational model can work for people who normally would be resistant to such conversations. The Transition Guide lays out the steps involved in what types of conversations to start out with and how to co-create those conversations that are emotionally loaded.

The outlined process allows you to show up in a grounded way in the conversation, hold space for the other person's perspective and concerns - even if you disagree with it, and co-create the container for the difficult conversation.

This will actually take out much of the emotional charge and guessing that stops these conversations from happening. 

Instead, you'll be able to acknowledge and affirm everyone's humanity and agency from the beginning - thereby making it easier for them to willingly consider this organizational model.

Is this online program for start-up's and/or existing organizations?

This online program is for existing organizations, start-up's, and people still just planning their start-up. The transition guide provides a process that is true for all stages of organizational life and holds space for large teams due to its unique organizational structures.

Can I just learn more about the organizational model without committing to implementing it?

Yes! That's what the Starter Plan is for. You'll just get the training on the organizational model and a private Facebook group.

So you can just talk about it with your coworkers and see how others are implementing it and what a difference it's making in their lives.

And if your organization feels like it's ready to experiment with some of the organizational structures and/or transition entirely to the model, you can upgrade to the Standard or even Premium Plan!

Which plan is right for me?

It depends on what stage of the process you're at and the level of support you want.

  • Starter Plan: For people who are primarily interested in learning more about the organizational model but are not sure if they want to do it or ready to start a transition to it.

    In this 2 month online training program, you'll get:

    • Training via a private podcast and worksheets
    • Private Facebook group

  • Standard Plan: For people who want to make some changes at their organization and want to get the implementation support they need to experiment with certain organizational structures and/or want to transition their whole organization to the holistic model.

    In this 6 month online training program, you'll get:

    • Training via a private podcast and worksheets
    • Private Facebook group
    • Transition Guide
    • Peer-Led Support Circles
    • 3 Leadership Coaching Sessions with Sheena

  • Premium Plan: For people who are ready to make some serious changes at their organization and want to set their organization up for success with direct support from Sandra Kim and Sheena Wadhawan. This is great for people who would want a organizational development consultant to work with them but can't afford the cost of one.

    In this 6 month online training program, you'll get:

    • Training via a private podcast and worksheets
    • Private Facebook group
    • Transition Guide
    • Support Circles led by Sandra and Sheena 
    • 6 Leadership Coaching Sessions with Sandra and Sheena 
What happens if I apply for the Premium Plan but don't get it?

If you do not get accepted into the group consulting program, you will be notified by April 3, 2018.

Even though registration is over by March 29th, you'll be allowed to register for you can register for the Standard Plan until April 12th. This gives us time to form the additional Support Circles since the program starts on April 17th.

Is the fee per person or per organization? What if multiple staff from an organization wants to enroll?

The fee is per person - not per organization. If multiple staff want to enroll from the same organization, you can get a group discount of 25% off.

Each staff who enrolls will get their own access to the Support Circles and leadership coaching sessions. So we highly recommend that you enroll each of the key staff leading the transition so they get the implementation support they need.

Are there scholarships available?

Yes, there are scholarships available for people of limited financial means but only for the Starter Plan. Click here to apply.

Is there an option for installment plans?

Yes, there is an option to pay via an installment plan. Please let us know here if you would like to learn more about them.


How long do I have access to the online program?

You'll have lifetime access to the written training materials for all three plans. If you're in the Standard and Premium Plans, you'll have access to the Support Circles and leadership coaching only for 6 months.

What if I want to upgrade to a higher plan?

You'll be invited to upgrade from the Starter Plan to the Standard Plan for a discounted price after you've completed the 2 months of the Starter Plan program. We hope that after having gotten the training materials and discussed it some with your coworkers, you'll be wanting to get started with experimenting and/or transitioning entirely to the new organizational model.

After you're done with the Standard Plan in 6 months, you'll be invited to upgrade to the Premium Plan and get direct support from Sandra Kim.

We do not allow for upgrades during the middle of the program in order to maintain the integrity of the small Support Circles. But you'll have plenty of opportunity to upgrade once you've completed each program plan.

How can I pay via check?

Please email us at letting us know you'll be sending us a check. That way, we can add you to the program manually.

You can make the check payable to "Sandra Kim" and mail it to:

712 H St NE, Unit #626
Washington, DC 20002

How does the money-back guarantee work?

If within the first 30 days of the program, you feel it is not a good match for what you need, just email us at asking for a refund. We'll give you back your money, no questions asked!

Is this program accessible to people who are deaf and have hearing impairments?

Yes, it is accessible to them. All components of the program is written except for the podcast, support circles, and coaching.

The podcast episodes will be transcribed. For the support circles and coaching sessions, if you let us know ahead of time, we can secure a ASL interpreter - at no cost to you!

How will I access the online program?

You'll get an email welcoming you and giving you directions on how to access the online program when it starts on April 17, 2018.

You'll be directed to an online portal where links to the different components of the program and directions for accessing each one will be made clearly available. 

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