Illustrative rear view of two apron-wearing bakery coworkers beside a sunlit storefront window.

Small Businesses

Practical training for small teams, scoped to your size and your budget.

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Small Teams

When Eight People Share One Bad Mood

In a small business there is no HR department and nowhere to hide. One unresolved conflict affects everyone, and the owner is usually both the boss and the referee. Tatiana offers leadership development, employee wellness, conflict resolution, and performance coaching for teams of all sizes.

In a small team, a change in one person's role can affect everyone else's day. Tasks may have grown informally as the business expanded, leaving people unsure who decides, who follows up, or when an issue needs the owner's attention. Before requesting training, describe one recurring situation rather than labeling an employee as the problem. A missed handoff, unclear request, or difficult feedback conversation gives you something concrete to discuss. Consider what part of the situation involves a learnable skill and what part requires clearer business expectations. Training cannot substitute for making those expectations explicit.

Three Sizes of Commitment

How to Scope It

Topic	One Session	Short Series	Ongoing
Fits	A reset or a retreat	Building one skill	A team in change
Cost Based On	Audience size and scope	Duration and scope	Customized proposal
Commitment	Lowest	Moderate	Highest

Who Looks After You?

For the Owner

Owners carry payroll, customers, and everybody's feelings. Performance coaching for the owner can be part of the proposal, so the person setting the tone gets some support too.

Illustrative A small professional team listening to a workshop discussion

Starting Points

A conflict that has been sitting for months
Communication skills for a growing team
An owner learning to give feedback
Stress during a hard season

A useful first conversation can also acknowledge the owner's competing roles. You may be responsible for service, staffing, finances, and the tone of the workplace, with little separation between them. Think about which conversations you postpone and what makes them difficult. Ask whether the proposed focus should be on leadership, team communication, or another stated service. Bring realistic limits around staff availability and budget. The purpose is to explore an appropriate scope, not to promise that one session will resolve a longstanding conflict. Personnel decisions, legal questions, and individual mental health care remain separate from a team learning engagement.