Who I work with
The organisations I work with are established businesses with real revenue and real complexity, led by CEOs and executives who are past asking whether the business will work and into asking what needs to change operationally to be ready for what comes next.
- Coaching is for individual executives, and where useful, a designated chief of staff or similar role working alongside them, who need a thinking partner on how to see and shape their operating model.
- Advisory is for boards, executive teams, and leadership or transformation teams who already know what they need and want direct access to the expertise to work through it: a sounding board, a second read on a decision, counsel on a live question, without committing to a full engagement.
- For the organisation as a whole, work most often starts with diagnostic work, because you cannot redesign a foundation you have never seen. Engagements are available for those ready to redesign and/or implement.
available engagements
Advisory
Counsel for senior leaders, leadership / executive teams, or boards navigating live decisions. Available on retainer or by session.
Short diagnostic
A focused 30-day engagement to see what is really driving the friction you are already feeling or to identify immediate opportunities. Delivered as a findings report with prioritised recommendations.
Executive coaching
For individual executives working through how to see and shape the operating model around them
Operating model design
Collaborative design of the structures, decision rights, and incentive alignment your organisation needs, including where AI genuinely changes what is possible. Built on diagnostic findings and your specifics, not assumptions or templates.
Full diagnostic
A comprehensive diagnostic across strategy execution, decision-making, cross-functional coordination, and incentive alignment: the foundation any AI will stand or fall on. Findings presented as a narrative, not a list of problems.
Transformation delivery
Working alongside your leadership team to sequence and deliver the changes an AI-era operating model requires, so it takes hold in practice, not just on paper.
Change enablement
Equipping your leaders to have the conversations and do the trust-building with their people that lets a new operating model and way of working hold, and keeps the organisations adaptable as the next change arrives.
Operating model literacy
For organisations that want to build lasting internal capability. Your nominated lead learns the methodology and how to apply it to maintain your model.
Schedule an introductory meeting
Not sure you need help? The first meeting is no commitment and no pressure. Just a conversation to see where you are and if there’s help I can offer.