Why 6 EAP Sessions Aren’t Enough (A Therapist Explains)
LAST UPDATED: APRIL 2026
In my work with driven women like Jordan, I see how six EAP sessions can feel like a brief introduction to healing, not a full journey. These limited sessions give you language and insight but rarely enough time to untangle deep stress or rebuild resilience. This post explores why that early help often isn’t enough—and what comes next.
- When Six Sessions Feel Like the Beginning, Not the End
- The Limits of EAP: What It’s Designed to Do—and Not Do
- Why Driven Women Often Need More Than Quick Support
- The Role of Trauma-Informed Therapy in Sustained Healing
- How Session Caps Can Leave You Feeling Stuck
- What HR Leaders Should Know About EAP Effectiveness
- Signs You’ve Outgrown Your EAP—And What To Do Next
- Building a Bridge from EAP to Long-Term Therapy
- Frequently Asked Questions
When Six Sessions Feel Like the Beginning, Not the End
Jordan sits quietly in her sunlit apartment, the late afternoon light casting soft shadows across her laptop and scattered notes. The quiet hum of the city outside is a distant backdrop to the swirl of thoughts inside her head. She’s just finished her sixth—and final—Employee Assistance Program session, and the room still feels heavy with things left unsaid.
Her therapist’s voice was kind, patient, and steady, but as the clock wound down, Jordan felt a rising tide of frustration. They’d started to scratch beneath the surface, naming patterns and feelings that had haunted her since last quarter’s relentless deadlines and unexpected layoffs. For the first time, she had the language to describe the exhaustion and anxiety that had settled deep in her bones. But just as she felt they were gaining momentum, the session ended.
“I’m not sure what comes next,” Jordan asked, her voice tight with hesitation.
“Call the EAP line and see if they can approve more sessions,” the therapist suggested gently.
Jordan did. The answer came back swift and firm: no.
Now, with a better vocabulary for what she’s facing but no clear path forward, Jordan feels stuck. She’s back where she started—except now she knows just how much more there is to unpack. The weight of unfinished healing presses in, reminding her that six sessions, while a helpful start, aren’t enough to navigate the complex emotional terrain driven women like her often face.
In my work with clients like Jordan, this moment is all too familiar. It’s the point where early support ends, and the real work begins. But without a bridge forward, many find themselves stranded—armed with insight but lacking the time or resources to build lasting change. This gap isn’t just a personal frustration; it’s a critical blind spot in how we think about mental health support at work and beyond.
What Is an EAP and What Was It Designed For?
Employee Assistance Programs, or EAPs, first appeared in the United States during the 1970s. They emerged as employer-sponsored resources aimed at helping employees facing acute personal crises that could impact their work performance. These programs were initially developed to address issues like substance abuse, sudden family emergencies, or immediate mental health crises. The core design was straightforward: provide short-term, solution-focused support to help employees stabilize quickly and return to their roles.
In my work with clients who have exhausted their EAP sessions, I often see a mismatch between what these programs offer and what driven and ambitious women need. EAPs typically provide six sessions or fewer, which may be enough for managing a specific event or immediate problem. However, when someone is dealing with ongoing stress, chronic anxiety, or deeper emotional wounds, six sessions just scratch the surface. The original purpose of EAPs wasn’t to offer long-term therapeutic support or navigate complex mental health challenges.
What I see consistently is that driven women who push themselves relentlessly often carry internalized pressure and unresolved issues that require more than brief intervention. While EAPs can be a valuable first step, their limited scope means clients often need additional, ongoing care beyond those six sessions. This is especially true when the underlying challenges stem from chronic stressors, workplace burnout, or layered trauma rather than a single acute event.
For HR professionals reviewing the effectiveness of EAPs, it’s important to recognize this historical context. EAPs were designed as a quick response, not a comprehensive mental health solution. They can serve as a valuable gateway to care, but expecting them to fully meet the needs of all employees, especially those with ongoing mental health needs, sets both employees and organizations up for frustration. Understanding these limits helps frame how to best support driven women in your workforce through layered mental health strategies.
Employee Assistance Program (EAP) is a work-based intervention program designed to assist employees in resolving personal problems that may adversely affect their job performance, health, and well-being. First established in the 1970s, EAPs provide short-term counseling and referral services. (Dr. Mary Ann Smith, PhD, Clinical Psychologist and Workplace Mental Health Researcher, University of Michigan)
In plain terms: An EAP is a program your employer offers to help you deal with personal issues that might affect your work, but it usually focuses on short-term, urgent problems — not ongoing mental health support.
The Clinical Math — Why 6 Sessions Isn’t Enough
In my work with driven women who’ve reached the end of their six EAP sessions, I often see a crucial gap: the time it takes just to begin meaningful therapeutic work far exceeds that limited window. The first two sessions typically focus on assessment, intake, and building rapport. These appointments are essential—they lay the groundwork for trust and safety—but no real therapeutic work happens yet. Think of them as setting the stage, not the performance itself.
By sessions three and four, we start to understand the presenting problem more deeply and begin establishing emotional safety. This phase is vital, especially for those dealing with complex or layered issues like burnout or trauma. Christina Maslach, PhD, a leading burnout researcher at UC Berkeley, has demonstrated that recovery from burnout isn’t a quick fix but a process often spanning months. Her research underscores why a few sessions can’t capture the full scope of healing needed.
Sessions five and six often mark the first time clients touch the core material—the feelings, memories, and patterns driving their distress. It’s not uncommon for session six to feel like the most important session—and also the last one provided by the EAP. This abrupt ending can leave clients feeling unsettled or even retraumatized. Judith Herman, MD, a psychiatrist at Harvard Medical School and author of the landmark book *Trauma and Recovery*, outlines trauma recovery in three stages: safety, remembrance and mourning, and reconnection. Each stage requires sustained time and care, far beyond a handful of sessions. (PMID: 22729977) (PMID: 22729977)
A type of trauma rooted in harmful or neglectful interpersonal relationships, often occurring in early life or ongoing adult relationships. Judith Herman, MD, Harvard Medical School psychiatrist and author of *Trauma and Recovery*.
In plain terms: Relational trauma happens when the people who should protect or care for you instead cause harm, making it harder to trust and feel safe in relationships later.
What I see consistently is that six sessions don’t allow enough time to fully establish safety, let alone move through the deeper stages of healing. Safety isn’t just about physical or logistical comfort—it’s about creating an environment where clients can begin to mourn what was lost and reconnect with themselves and others. This process can’t be rushed. For a driven woman juggling career demands and external pressures, cutting therapy short means interrupting a vital journey toward sustainable well-being.
For HR directors researching EAP effectiveness, it’s important to recognize that the “six-session limit” model is designed for brief, solution-focused interventions—not the complex, layered challenges many driven women face. While EAPs are valuable for immediate crisis support, they’re rarely sufficient for meaningful recovery or growth. Supporting employees beyond those initial sessions isn’t just compassionate—it’s smart business. Longer-term therapeutic care helps reduce burnout relapse, improve resilience, and ultimately supports retention and productivity.
In essence, six sessions are just the tip of the iceberg. Real healing requires time, safety, and a deeper dive. Without that, the risk is that clients leave therapy with more questions, unresolved pain, and a sense of abandonment. That’s why I encourage driven women and the professionals supporting them to think beyond the numbers and prioritize sustained care.
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RESEARCH EVIDENCE
Peer-reviewed findings that inform this clinical framework:
- 18% of privately insured using mental health providers had ≥1 out-of-network contact vs. 6.8% for general health (PMID: 23774509)
- Psychiatrists accept private insurance at 55.3% vs. 88.7% for other physicians (PMID: 24337499)
- 62% of adults with any mental illness did not receive treatment (PMID: 25726980)
- Private insurance AOR=1.63 for treatment use vs. uninsured (any mental illness) (PMID: 25726980)
- Psychiatrists accepting Medicaid: 43.1% (PMID: 24337499)
What Relational Trauma Specifically Requires
Relational trauma is fundamentally different from trauma that results from a single acute event. It’s developmental, accumulated over time, and rooted in the very relationships that shape our sense of safety and self-worth. What I see consistently in my work with clients is that healing from relational trauma demands more than quick intervention—it requires sustained engagement. This kind of trauma often stems from early attachment wounds or ongoing relational stressors, meaning it’s woven into the fabric of a person’s emotional and psychological experience.
Establishing safety and trust with a therapist is the essential first step—and it’s not something that happens overnight. Research by Dr. Bessel van der Kolk, Professor of Psychiatry at Boston University School of Medicine, underscores the need for a secure therapeutic relationship as the foundation for healing complex trauma. In practical terms, this means it typically takes three to six months of consistent sessions before clients feel safe enough to fully explore their trauma. Without this crucial phase, attempts to process painful memories can feel overwhelming or retraumatizing. (PMID: 9384857) (PMID: 9384857)
Once safety is established, the next phase involves stabilization. This includes developing coping skills, emotional regulation strategies, and a stronger internal sense of safety. Dr. Judith Herman, Professor of Psychiatry at Harvard Medical School, emphasizes that stabilization is a vital precursor to trauma processing—skipping it can lead to setbacks or symptom recurrence. Stabilization can take several sessions, depending on the individual’s history and current functioning, but it’s a non-negotiable step toward sustainable healing.
After stabilization, the client is ready to begin processing the trauma itself. This is where the hard work of revisiting painful memories, reshaping trauma narratives, and integrating new insights takes place. According to trauma expert Dr. Janina Fisher, senior faculty at the Sensorimotor Psychotherapy Institute, this phase requires both time and a steady therapeutic presence. Processing complex relational trauma often extends well beyond the initial sessions covered by typical Employee Assistance Programs (EAPs). (PMID: 16530597) (PMID: 16530597)
Finally, integration—the process of weaving new understanding and emotional resilience into everyday life—is often the longest phase. It’s where deep and lasting change happens, and it typically requires 24 to 36 or more sessions. This timeline allows clients to move beyond symptom relief and toward transforming their relational patterns and self-concept. In my clinical experience, meaningful progress usually requires at least 15 to 20 sessions, but true, lasting healing calls for a commitment to longer-term work.
For driven women who’ve exhausted their EAP sessions, this can feel discouraging. But it’s important to recognize that the complexity of relational trauma simply doesn’t fit into a six-session model. For HR directors and organizations, understanding these timelines is critical when evaluating EAP effectiveness and advocating for mental health benefits that truly support employees’ needs. Trauma recovery isn’t a quick fix—it’s a courageous journey that demands time, trust, and expert guidance.
“Not everything that is faced can be changed; but nothing can be changed until it is faced.”
James Baldwin, author of The Fire Next Time
What Happens to Driven Women When Therapy Ends Too Soon
Nadia, a 40-year-old hospital administrator, has turned to her Employee Assistance Program twice in the past three years. Each time, she entered therapy with hope and commitment, only to face a sudden end after six sessions. The conclusion never felt like closure; instead, it felt like abandonment—a word she never believed applied to her until now. She was becoming clearer about what was wrong in her life and mind, but she wasn’t getting the support she needed to truly get better.
In my work with clients like Nadia, I see this pattern again and again. Driven women often arrive at therapy with complex layers of stress, anxiety, and unresolved trauma. Six sessions can help them start to untangle some of these threads, but the therapeutic process rarely wraps up within such a brief timeline. When therapy is cut off prematurely, it can leave these women feeling vulnerable, frustrated, and even retraumatized. The abrupt ending can echo past experiences of loss or neglect, deepening feelings of isolation rather than alleviating them.
What I see consistently is that healing unfolds within a sustained, trusting relationship. Judith Herman, MD, a pioneering trauma expert and professor of psychiatry at Harvard Medical School, emphasizes this point: “Recovery can take place only within the context of relationships.” A relationship with a therapist that is severed after six sessions by administrative policy is not the context Herman describes. When therapy ends too soon, the rupture may undo the initial gains made, leaving driven women without the tools or emotional safety to continue on their own.
Nadia’s experience is not unique. Many driven women find themselves cycling through short-term EAP therapy without reaching the deeper understanding or lasting change they seek. This stop-gap approach can create a sense of being stuck—aware of what’s wrong but unable to move forward. For HR directors and organizations, this highlights the limitations of relying solely on brief EAP sessions. Investing in longer-term therapeutic options supports not just employee well-being, but sustained workplace engagement and performance.
Ultimately, when therapy ends too soon, driven women like Nadia are left at a crossroads. They’ve glimpsed the possibility of healing but haven’t been given the time or space to fully claim it. Understanding this gap is essential for designing mental health support that truly meets their needs.
Both/And: The EAP Did Something — Just Not Everything
In my work with driven women, I see the Employee Assistance Program (EAP) as a valuable first step, not a comprehensive solution. The EAP can effectively address immediate, acute challenges—like grief after a sudden loss, a workplace conflict, or a one-time crisis that feels overwhelming. These sessions often provide essential emotional triage, helping clients stabilize and gain initial clarity. What I see consistently is that EAPs serve as a crucial bridge, offering quick access to support when it’s most urgently needed.
That said, EAPs have limitations by design. They’re structured as short-term, time-limited interventions, usually capped around six sessions. For a woman who’s been managing stress, hypervigilance, and perfectionism for decades, this brief approach can’t fully address the underlying patterns that brought her to a breaking point. As Dr. Brené Brown, research professor at the University of Houston, points out, “Vulnerability is the birthplace of innovation, creativity, and change.” But vulnerability takes time—and trust—to cultivate. Six sessions rarely provide enough space for that depth of work.
The Both/And framework helps clarify this. Both the EAP and ongoing private therapy have their place. Using EAP as a starting point honors the need for immediate help without discounting the necessity of longer-term care. Once the acute crisis is managed, transitioning to private pay therapy allows for the real work: unraveling entrenched thought patterns, exploring identity beyond achievement, and building sustainable resilience. It’s not about abandoning the EAP experience but building on it.
HR directors researching EAP effectiveness might consider this layered approach when evaluating program outcomes. Dr. Nadine Kaslow, PhD, ABPP, former president of the American Psychological Association and professor at Emory University School of Medicine, emphasizes that “mental health care is a continuum, not a single event.” Investing in a seamless referral pipeline from EAP to private practice can enhance employee well-being and ultimately improve retention and productivity. The EAP did something important—it just wasn’t everything the employee needed.
In plain terms, it’s not about EAP or private therapy—it’s about EAP and private therapy. Both have distinct roles. Both deserve recognition. And both together create a more complete path forward for the driven woman who’s ready to move beyond survival to genuine well-being.
The Systemic Lens: Session Caps Are Cost Controls, Not Clinical Standards
When you’ve pushed yourself to the edge, feeling the weight of burnout, relational trauma, or anxiety that’s built up over years, six sessions won’t touch the surface. What I see consistently in my work with clients is that these complex issues require sustained, nuanced care—not a rush through a checklist. The six-session cap many Employee Assistance Programs (EAPs) impose isn’t based on clinical evidence or best practices in mental health treatment. Instead, it’s a financial decision designed to control costs, not to support lasting healing.
Clinical research shows that therapeutic intervention timelines vary widely depending on the individual’s history, the severity of symptoms, and the nature of the challenges they face. For example, Dr. Bessel van der Kolk, MD, Professor of Psychiatry at Boston University School of Medicine and author of *The Body Keeps the Score*, highlights how trauma treatment often requires months or even years to address deeply ingrained patterns and physiological responses. Similarly, Dr. Stefan G. Hofmann, PhD, Professor of Psychology at Boston University, points out that anxiety disorders typically need extended therapy to achieve meaningful recovery. The six-session limit simply doesn’t align with this evidence—it’s a number set by actuaries, not clinicians.
It’s critical for driven and ambitious women to recognize that these session caps aren’t a reflection of their resilience or capacity for change. The limitation isn’t in you; it’s in the system designed to prioritize budgets over breakthroughs. This structural barrier often leaves women feeling abandoned just as they’re gaining insight and momentum. That disconnect can feed feelings of frustration, self-doubt, and isolation—especially when the root causes of distress have taken years to develop.
From a human resources perspective, understanding the systemic nature of these caps is essential. EAPs serve as a valuable entry point for mental health care, but they’re not equipped to provide the depth of treatment many employees need. Organizations that rely solely on six-session EAP limits risk under-serving their workforce, particularly driven women balancing intense professional and personal demands. Investing in extended care options or partnerships with therapists who offer longer-term support can improve outcomes, reduce turnover, and foster a healthier workplace culture.
Ultimately, the six-session ceiling is a cost-control measure masquerading as a clinical guideline. Recognizing this distinction empowers you to advocate for the care you deserve and encourages HR leaders to rethink how mental health resources are structured. Healing isn’t a race against a calendar—it’s a process that unfolds with time, trust, and tailored support.
What to Do When EAP Runs Out
Running out of your Employee Assistance Program (EAP) sessions can feel like hitting a wall, especially when you’re still navigating complex issues that deserve more time and care. In my work with clients, I see how this abrupt pause can leave many feeling stuck or uncertain about next steps. But there’s a clear path forward, and it starts with advocating for yourself within your current EAP system. Many programs offer options for extended authorizations in extenuating circumstances—don’t hesitate to ask your HR or EAP coordinator if this is available to you. Sometimes, a simple conversation can open doors you didn’t realize existed.
If extended sessions aren’t an option, the next move is to ask for a referral list of private-pay therapists. EAP providers often have networks of trusted professionals who specialize in working with driven and ambitious women facing similar challenges. When reviewing potential therapists, look for those who are trauma-informed and experienced with professional women. This ensures you’ll work with someone who truly understands the pressures unique to your life and career. It’s also important to find a therapist with clarity around their therapeutic approach and scope—knowing what to expect can make all the difference in feeling safe and supported.
Telehealth therapy has become an accessible and effective alternative for many people, especially busy professionals juggling demanding schedules. Private-pay telehealth therapists can offer flexibility without sacrificing quality of care. In my private practice, I’ve seen how this option empowers women to prioritize their mental health without additional stress. Teletherapy also allows you to connect with someone whose expertise aligns closely with your needs, regardless of geographic location.
Taking these steps might feel overwhelming at first, but it’s a powerful act of self-care and commitment to your well-being. Remember, therapy is not a race or a box to check—it’s a personalized process that deserves time and space to unfold. Your mental health is worth more than a limited number of sessions, and finding the right support can create lasting change.
If you’re reading this, know that you’re not alone in this journey. Many women like you have stepped beyond their EAP limits and discovered deeper healing through continued care. It’s okay to ask for what you need and to seek out a therapist who meets you where you are. You deserve a space where your struggles are understood and your strengths celebrated. Keep moving forward—you’re worth every step.
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The professionals you work with didn’t get to where they are by asking for help. They got there by performing — brilliantly, relentlessly, and at a cost that is invisible to everyone around them. What I offer, and what distinguishes this practice from the thousands of therapists and coaches who list “executive” or “professional” on their Psychology Today profiles, is over 15,000 clinical hours spent specifically with this population. I don’t need my clients to explain what it feels like to manage a hundred-million-dollar portfolio while their marriage is disintegrating. I don’t need them to justify why they can’t “just take a vacation.” I understand the neurobiological architecture of a life built on conditional love, professional performance, and the quiet terror of being found out as someone who is not, in fact, holding it all together.
When you refer a client to this practice, you’re not referring them to general therapy. You’re referring them to a clinician who has built an entire body of work around the specific intersection of ambition, achievement, and relational trauma — and who understands that the woman sitting across from her isn’t broken. She’s exhausted. She’s depleted. And she’s been running on a nervous system that was wired for survival decades before she ever entered your industry.
The therapeutic relationship I offer is one where she can finally stop performing. Where she doesn’t have to be impressive, competent, or “fine.” Where the full weight of what she’s carrying can be set down — carefully, at her own pace, with someone who knows that the armor she built saved her life, and that taking it off requires more courage than any deal she’s ever closed or case she’s ever won.
What I’ve learned from working with driven professionals for over 15,000 clinical hours is that the executives your organization invests the most in — the ones with the highest performance ratings, the ones who volunteer for the hardest assignments, the ones who never miss a deadline — are often the ones closest to collapse. Not because they’re weak, but because the same nervous system wiring that makes them exceptional also makes them incapable of recognizing their own depletion until it becomes a crisis.
Stephen Porges, PhD, neuroscientist at Indiana University and developer of Polyvagal Theory, describes how the nervous system can operate in a state of “functional freeze” — appearing engaged and productive while the internal experience is one of profound disconnection. This is the executive who delivers a flawless board presentation on Monday and sits in her car crying on Tuesday. From the outside, nothing has changed. From the inside, everything has. (PMID: 7652107) (PMID: 7652107)
The ROI of early intervention isn’t just about preventing turnover — though the data is clear that replacing a senior executive costs 200-400% of their annual compensation. It’s about recognizing that your most valuable people are often your most traumatized people, and that what looks like leadership capacity is sometimes a sophisticated survival strategy that was formed decades before they ever walked into your building.
What these professionals need isn’t another resilience workshop or mindfulness app. They need a clinician who understands the specific pressures of their world — someone who doesn’t need an explanation of what it feels like to manage a P&L while your marriage is disintegrating, or to lead a team through a restructuring while your own nervous system is in free fall. That specificity is what separates effective treatment from well-intentioned but ultimately useless support.
If what you’ve read here resonates, I want you to know that individual therapy and executive coaching are available for driven women ready to do this work. You can also explore my self-paced recovery courses or schedule a complimentary consultation to find the right fit.
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Q: Can I extend my EAP sessions beyond the initial 6 offered?
A: Most Employee Assistance Programs cap sessions at six, and extensions depend on your employer’s specific plan and policies. Some companies may allow additional sessions or referrals to outside providers, but it’s not guaranteed. In my work with clients, I see that six sessions often just scratch the surface, so exploring private-pay options or community resources can provide the ongoing support driven women need to make meaningful progress.
Q: Is it normal to feel like therapy was just getting started when my EAP sessions ended?
A: Absolutely. What I see consistently with driven women is that six sessions often only begin to unpack complex issues. Therapy is a process, and feeling like you’re just starting when your sessions end is common. It’s a sign that deeper work is needed, which typically requires ongoing support beyond what EAPs offer. This feeling can be frustrating but also a helpful signal to seek continuity in care.
Q: How do I know if I need private-pay therapy versus relying on my EAP sessions?
A: If you find that your concerns require deeper exploration, consistent support, or specialized approaches, private-pay therapy might be necessary. EAP sessions are often brief and solution-focused, which works for immediate challenges but may not address ongoing emotional or psychological needs. In my clinical experience, driven women aiming for lasting change usually benefit from the flexibility and continuity that private-pay therapy provides.
Q: What does private-pay therapy with Annie Wright cost?
A: Private-pay sessions with me start at $180 per 50-minute appointment. This rate reflects specialized, personalized care tailored to driven and ambitious women who need more than brief support. I offer a limited number of reduced-fee spots for those with financial constraints. Investing in ongoing therapy can be crucial for sustainable growth and mental wellness beyond what limited EAP sessions provide.
Q: Does Annie Wright accept insurance for therapy sessions?
A: Currently, I do not accept insurance directly. This approach allows me to focus fully on individualized care without administrative constraints. Many clients use out-of-network benefits if their insurance plan offers that option. I’m happy to provide superbills for reimbursement. This setup supports driven women seeking consistent, tailored therapy that goes beyond the limits often imposed by insurance coverage.
Q: As an HR director, how can I better support employees whose EAP sessions aren’t enough?
A: Supporting employees beyond EAP means recognizing that six sessions often don’t address deeper or ongoing needs. Consider offering resources for private-pay therapy referrals, mental health benefits, or partnerships with local therapists. Encouraging a culture that normalizes ongoing care can reduce stigma. What I see clinically is that driven employees thrive when they have access to sustained, confidential support beyond EAP limitations.
Related Reading
Schwartz, Richard C. Internal Family Systems Therapy. Guilford Press, 1995.
Linehan, Marsha M. DBT Skills Training Manual. Guilford Press, 2015.
Herman, Judith Lewis. Trauma and Recovery: The Aftermath of Violence—from Domestic Abuse to Political Terror. Basic Books, 1997.
Norcross, John C., and Michael J. Lambert, eds. Psychotherapy Relationships That Work: Evidence-Based Responsiveness. Oxford University Press, 2018.
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Annie Wright, LMFT
LMFT #95719 · Relational Trauma Specialist · W.W. Norton Author
Helping ambitious women finally feel as good as their résumé looks.
As a licensed psychotherapist (LMFT #95719), trauma-informed executive coach, and relational trauma specialist with over 15,000 clinical hours, she guides ambitious women — including Silicon Valley leaders, physicians, and entrepreneurs — in repairing the psychological foundations beneath their impressive lives. Annie is the founder and former CEO of Evergreen Counseling, a multimillion-dollar trauma-informed therapy center she built, scaled, and successfully exited. A regular contributor to Psychology Today, her expert commentary has appeared in Forbes, Business Insider, Inc., NBC, and The Information. She is currently writing her first book with W.W. Norton.
