GIVE EMPLOYEES A FRAMEWORK FOR THE WORKPLACE FRICTION POLICY CANNOT SOLVE.
Strategic Radical Acceptance™ helps HR leaders distinguish what must be escalated, what the organization can reasonably change, and what employees need tools to navigate.
Developed by former Am Law 100 employment lawyer Erika Royal, SRA™ gives organizations a practical framework for workplace friction that is real, consequential, and often outside the reach of policy or formal intervention.
THE WORKPLACE HAS THREE LANES. THE QUESTION IS: WHO OWNS THE LEVER?
Workplace friction does not all belong in the same bucket. SRA™ starts by asking who actually owns the lever.
GUARDRAILS
Is there discrimination, harassment, retaliation, a safety risk, a policy violation, or another issue requiring formal organizational response? If yes, the organization must intervene.
GOVERNANCE
Can the organization reasonably change the problem through clearer expectations, accountability, defined decision rights, manager coaching, performance management, or work design? If yes, someone has a lever and should pull it.
GRAY AREA / AGENCY
After Guardrails and Governance have been applied, what friction remains because no formal remedy or reasonable organizational lever can eliminate it? This is where SRA™ applies.
SRA™ never converts organizational failure into employee responsibility.
WHAT SRA™ GIVES HR
CLEARER INTAKE
A practical way to determine whether an issue requires formal escalation, organizational action, or individual navigation.
BETTER OWNERSHIP
Managers and employees can distinguish more clearly what HR should own, what management should fix, and what belongs in direct workplace navigation.
EMPLOYEE AGENCY
Employees gain tools for the friction that remains after the organization has identified and used the levers it actually owns.
ORGANIZATIONAL ACCOUNTABILITY
Guardrails and Governance remain organizational responsibilities. SRA™ applies to the Gray Area that remains.
Who This Is For
CHROs, General Counsel, and senior HR leaders
Organizations with complex, diverse teams navigating political, generational, and interpersonal friction
Leadership teams that want clearer ownership of workplace problems and stronger employee agency
Organizations looking for practical tools that complement compliance, culture, and leadership work
You’re not just trying to avoid lawsuits, you’re trying to build a workplace that attracts, develops, and retains great people. But culture risk is real. And you don’t always have the time, tools, or distance to catch the warning signs early.
That’s where I come in.
How Erika Helps:
One
SRA™ KEYNOTES & WORKSHOPS
Give employees and leaders a practical framework for workplace friction that does not fit neatly into a legal, policy, or performance-management box. Sessions can be designed for HR leaders, leadership teams, or broad employee audiences and adapted to the organization’s objectives.
Two
STRATEGIC ADVISORY FOR HR & LEGAL
High-stakes workplace decisions often require more than a policy answer. Erika works with HR and legal leaders to clarify the issue, identify who owns the lever, and determine the most useful next move.
Three
EVERYTHING DiSC® & AGILE EQ
Use behavioral insight to improve self-awareness, communication, and how teams navigate differences in style and response.
Four
THE FIVE BEHAVIORS® WORKSHOPS
Strengthen team effectiveness, accountability, and collaboration using the licensed Five Behaviors framework.
Five
COMPLIANCE & WORKPLACE TRAINING
Scenario-based training grounded in employment-law experience and designed to make legal obligations useful in the situations employees and managers actually face.
THE PROBLEMS THIS WORK IS BUILT FOR
one
HR is absorbing interpersonal issues because employees do not have another framework for understanding workplace friction.
two
Managers need clearer guidance on when to intervene, when to coach, and when an employee needs tools to navigate the situation directly.
three
Teams are spending disproportionate energy on disagreements that do not actually require resolution.
Four
Employees struggle to distinguish a Guardrails issue that should be escalated from Gray Area friction they still need to navigate professionally.
Five
Listening and engagement efforts are surfacing real frustration, but employees still need practical tools for what happens after the listening session.
Why Work With Erika?
Erika spent 22 years as an employment lawyer at an Am Law 100 firm, advising employers across the employment relationship and leading internal workplace investigations. That experience gives her a useful vantage point on both sides of workplace friction: she understands the obligations organizations must own and the problems no policy can eliminate.
Her work combines employment-law judgment, organizational behavior, and practical tools employees and leaders can use in real time.
Harvard Law Graduate | Former Am Law 100 Employment Law Partner
LCLD Fellow | Certified Executive Coach
“Erika became one of the advisers I turned to when I needed a thought partner who understood both the legal landscape and the human dynamics of organizational life. That combination is rare. Most recently, she brought Strategic Radical Acceptance™ to our all-staff retreat. The practical tools are what make SRA™ stick. Our staff continued using ‘control,’ ‘influence,’ and ‘release’ in their day-to-day conversations in the weeks that followed.”
Maria R., SPHR | Sr. VP, Human Resources | United Way Broward.
“Erika’s session on building professional resilience in complex organizations was the standout experience of our Day of Learning. Her engaging, relevant content and practical tools resonated deeply with our employees and generated overwhelmingly positive feedback. We cannot wait to welcome her back.”
Katie A., Senior Manager, Employee Resource Groups
Regency Centers, an S&P 500 Company
“Erika brought trust, clarity, and energy to our Everything DiSC Agile EQ session. Her delivery was insightful, engaging, and perfectly tailored to our team’s needs. She blended humor with depth, and created space for honest conversations that continue to impact our work. I’d work with her again in a heartbeat.”
Elkin A., Chief Belonging Officer, Denver Zoo
BRING SRA™ TO YOUR ORGANIZATION
For HR leaders, leadership teams, and organizations looking for practical tools for workplace friction that policy and management cannot fully eliminate.