For executives, senior leaders, teams, HR professionals, and board members navigating high-stakes uncertainty

Most leaders wait for the crisis before they reach for the tools. By then, they're already behind.

This is the talk Daisy gives when organizations are in the fog — navigating rapid growth, restructuring, burnout, or the kind of ambiguity that doesn't resolve cleanly. Drawing on two decades of leading through transformation at Google, Disney, VICE, and now inside a scaling fintech, she meets teams exactly where they are and gives them something immediately useful.

Not theory. Not inspiration that evaporates by Monday. A practical, emotionally grounded framework for staying steady, clear, and human when the pressure is highest.

Your audience will leave with:

•       A real-time reset practice for emotional clarity under pressure because decisions made in fog cost more than decisions made in clarity

•       A recovery framework for sustainable leadership so high performance doesn't require constant overextension

•       Tools for navigating the messy middle — ambiguity, competing priorities, and moments when there are no clean answers

•       Language that builds shared steadiness across teams — so the leader's nervous system doesn't become the organization's nervous system

Available as a 45–60 minute keynote, 90-minute interactive session, or half-day workshop. Slide deck and one-page toolkit handout available for all participants.

Bonus: Attendees can receive a copy of Burnt Out to Lit Up to keep the work going beyond the room.

For leaders and teams seeking to overcome burnout and reignite engagement

Do you ever feel like you're performing well on the outside while running on empty on the inside?

That's not a resilience problem. That's a design problem.

Burnout doesn't look the same across the org chart. Early-career employees burn out from ambiguity and lack of control. Managers burn out from responsibility without authority. Executives burn out from moral strain — making decisions that conflict with their values with no safe place to process it. Founders burn out when the mission and their identity collapse into one thing.

Generic fixes — wellness benefits, resilience workshops, better morning routines — shift the burden onto individuals while leaving the actual work design untouched.

In this session, Daisy breaks down how burnout shows up, why it happens, and what leaders can do to address it before exhaustion becomes the outcome.

Your audience will leave with:

•       The ability to spot burnout early — in themselves and their teams — before it becomes a performance or retention crisis

•       A framework for understanding burnout as a system failure, not a personal one

•       Practical redesigns for how work gets done — priorities, decision rights, recovery rhythms — that reduce burnout at the source

•       Language that normalizes honest conversations about capacity, without making it feel like complaining

Who it's for: Managers, team leaders, HR professionals, and organizations serious about building cultures where people actually sustain high performance — not just survive it.

Bonus: Every attendee can receive a copy of Burnt Out to Lit Up to deepen the work beyond the session.

For organizations ready to move from commitment to execution

Most organizations don't have an inclusion problem. They have an implementation problem.

The values are there. The intentions are real. But somewhere between the all-hands announcement and the day-to-day decisions — hiring, promotions, who gets the high-visibility project, whose idea gets credited — inclusion gets lost.

That gap is not a culture problem. It's a design problem. And it's fixable.

Daisy has spent two decades building inclusive organizations from the inside — at Google, Disney, Moody's, and VICE, and now as Global CPO inside a scaling fintech. She knows what the research says and she knows what works when you're in the room making the decisions. This session brings both.

Your audience will leave with:

•       A clear framework for embedding fairness and dignity into everyday decisions, not just policies and programs

•       Practical tools for auditing where inclusion breaks down in hiring, promotions, and leadership pipelines

•       Language for having honest conversations about equity without defaulting to defensiveness or performance

•       A concrete plan for moving from good intentions to lasting, measurable change

Who it's for: Executive teams, HR leaders, people managers, and organizations that want inclusion to be part of how they operate, not just what they say.

Bonus: Attendees can receive a copy of Inclusion Revolution — the strategic playbook for building equitable organizations that endure.

For organizations ready to invest in Latino talent beyond Hispanic Heritage Month

Latino employees are among the fastest-growing segments of the workforce. They are also among the most underrepresented in leadership. That gap is not a pipeline problem. It's a practice problem.

Daisy doesn't just study this dynamic — she has lived it. As a Dominican and Puerto Rican woman who has led people strategy at some of the world's most recognized companies, she brings both the research and the lived experience to this conversation. And she challenges organizations to move beyond the symbolic — heritage month celebrations, ERG spotlights, one-time panels — toward the structural.

Because visibility without advancement isn't inclusion. It's performance.

Your audience will leave with:

•       A year-round framework for building real leadership pathways for Latino talent, not just heritage month programming

•       Tools for identifying and dismantling the structural barriers that limit Latino advancement, even in organizations with strong inclusion commitments

•       Practical strategies for creating sponsorship and development opportunities that go beyond mentorship

•       A culture of belonging that doesn't ask Latino employees to leave parts of themselves at the door

Who it's for: Organizations serious about making inclusion real; not just recognizing Latino talent, but investing in it as a strategic and competitive advantage.

Bonus: Attendees can receive a copy of Inclusion Revolution to continue building beyond the session.