How we work
You don't need another strategy deck. You need someone who understands what's really blocking progress in your organization - and knows how to shift it.
I work with people and organisations at inflection points: scaling operations, navigating leadership transitions, entering new markets, repositioning for the future. The common thread? All of them are stuck in the gap between strategy and execution.
Below are the five ways I help close that gap.
Strategic execution stalling?
WHAT THIS LOOKS LIKE
Six months after the strategy launch, nothing has moved. Projects are delayed. Teams are working on different priorities. Your quarterly results don't reflect the plan. When you ask what's happening, you get plausible explanations but no real progress.
WHAT’S REALLY HAPPENING
Everyone heard a different version of the strategy. Your governance is creating bottlenecks, not clarity. Nobody knows who actually decides what. Accountability is distributed so widely it's disappeared.
HOW I HELP
I redesign how decisions get made. The real decision-making, not the org chart version. I eliminate the friction between sign-off and delivery, create genuine accountability, and build frameworks that convert strategy into quarterly outcomes.
WHAT YOU GET
Governance that accelerates instead of bottlenecks
Accountability structures where "we'll look into that" is no longer acceptable
Execution frameworks that translate vision into specific deliverables
Dashboards showing what's actually moving
Leadership not aligned?
WHAT THIS LOOKS LIKE
Your leadership team meeting ends. Everyone agrees on the priority. Then each executive goes back to their function and... does exactly what they were doing before. Three months later, you're still having the same circular conversations.
WHAT’S REALLY HAPPENING
Agreement in the room isn't alignment. Your execs have competing priorities they won't voice. Turf wars are disguised as strategic debate. At least one person never bought in but won't say it. The real conflicts never surface.
HOW I HELP
I create the space for the actual conversation. I surface what's not being said: the competing agendas, the political dynamics, the fears beneath the resistance. Then I facilitate genuine alignment, not the performance of agreement.
WHAT YOU GET
Executive sessions that address real tensions (not the sanitized version)
Coaching that develops systemic thinking in your leaders
Communication strategies that build trust within the team
Planning that produces decisions with real commitment behind them
Culture not changing?
WHAT THIS LOOKS LIKE
You've launched a culture initiative. There are posters. There are values. There's training. Six months later, nothing has actually changed. People still behave the same way. The unwritten rules still run the place.
WHAT’S REALLY HAPPENING
Culture isn't what you say - it's how things really get done. Who has actual power (versus who should have it). What behaviours get rewarded (versus what the handbook says). Why people resist (usually self-preservation, not stupidity). Your initiative addressed the surface, not the system.
HOW I HELP
I diagnose the behavioral patterns actually driving your organization. The unwritten rules. The political dynamics. What people believe but won't say. Then I design interventions that shift the behaviors that matter - with measurement, not hope.
WHAT YOU GET
Diagnostics that reveal what's actually happening (not what HR reports)
Targeted interventions that shift behavior, not just attitudes
Narrative strategies that help people understand themselves inside the change
Frameworks that track whether culture is actually evolving
WHY THIS WORKS
This is where being an award-winning playwright becomes a strategic advantage. I understand character motivation, subtext, narrative arc. I see the human drama most consultants miss. Culture isn't an HR initiative, it's the story your or your company is living. Change the story, change the culture.
Losing people without understanding why?
WHAT THIS LOOKS LIKE
Another key person leaves. HR conducts the exit interview. They cite "personal reasons" or "seeking new challenges." The form gets filed. Three months later, someone else from the same team resigns. You still don't know why.
WHAT’S REALLY HAPPENING
Exit interviews in their current form don't work. People won't tell their soon-to-be-former manager the truth. Generic questions get generic answers. You're missing critical intelligence about what's actually driving departures - and the pattern is costing you talent.
HOW I HELP
I redesign the exit process to get honest feedback. As an independent third party, I ask the questions that reveal what really drove them out. Then I analyze patterns across departures to surface the systemic issues you're not seeing.
WHAT YOU GET
Exit process redesigned for truth, not compliance
Trend analysis revealing actual retention risks
Confidential reporting that protects employees while informing leadership
Recommendations addressing root causes, not symptoms
WHY THIS MATTERS
Regrettable attrition costs far more than recruitment. It's institutional knowledge walking out the door, team performance degrading, employer brand eroding. This intelligence protects your talent investment.
Does anybody outside of the organisation see what’s changed?
WHAT THIS LOOKS LIKE
You've done all the hard transformation work. Operations are stronger. Culture has shifted. Leadership is aligned. But when you talk to clients, partners, or talent prospects, they don't see it. Your market position hasn't changed. The story hasn't changed.
WHAT’S REALLY HAPPENING
Internal transformation doesn't automatically translate to external perception. Your stakeholders are still operating on the old story about who you are. Your team doesn't know how to talk about what's changed. The gap between your actual capability and your perceived position is costing you.
HOW I HELP
I translate transformation into narrative. Not marketing spin. Authentic, evidence-based storytelling that shows what's different and why it matters. This is where having a playwright on your transformation team becomes unfair advantage.
WHAT YOU GET
Strategic narrative aligning internal and external messaging
Leadership communication strategies building stakeholder confidence
Positioning that differentiates you in market
Proof points drawn from actual transformation results
THE IMPACT
Stakeholders, partners, decision-makers buy into your direction
Market trust builds through authentic positioning
Talent attraction improves because your culture story is visible and credible
Who this is for
I don't work with everyone.
I work with leaders who understand that transformation is fundamentally about people. Not just processes. Not just technology, not just reorganisations. People.
If any of the questions above made you think "yes, exactly this. That’s what's happening" then book a conversation.
I'll help you diagnose what's really blocking progress. No pitch - just clarity about what needs to shift and whether I'm the right person to help."