Growth outruns clarity.
I help leaders catch up.
For founders, senior leaders and the investors behind them, when an organization is changing faster than anyone’s picture.
Complexity moves first.
When an organization grows, or a new leader arrives, complexity outruns shared clarity. The symptoms show up in the gap.
What shows up in the gap
- Unclear decision rights
- Leaders stuck in every decision
- Workarounds becoming policy
- Teams measuring different things
I can help when…
The org is growing faster than its people.
Roles blur, decisions stall, and the founder or senior leader is still in every room.
A new leader is underwater.
Hired to be strategic, buried in the day to day, and the first 100 days — and meaningful progress — are disappearing.
The strategy lives in a few heads.
You need a vision and strategy the whole organization can get behind and act on.
A liquidity event or a capital raise is coming.
Both moments call for a new narrative: one investors believe and one your employees can act on. I focus on the internal story, the strategy your organization has to carry out.
You can’t see the forest for the trees.
Something is off and you can’t name it yet. That’s a fine place to start.
AI is changing how your team works, and the org hasn’t caught up.
I was part of a team that conducted an AI-readiness diagnostic for a 500-person IT organization at a major international financial institution. My own research looks at how knowledge workers make sense of AI-driven change.
How I work.
Two ways to start.
Not sure which fits? Start with 45 minutes.
Think it through with me.
You’re the main stakeholder, or you’re on a deadline with a deliverable. I give you a place to think out loud, with a crack storyteller and coach who pushes back until it’s gold.
- 1Get it out
Working sessions to get your thinking out of your head.
- 2Pressure-test it
Questions, evidence and pushback so that it holds.
- 3Shape it
A vision, strategy or narrative others can act on.
- 4Test readiness
Can your organization deliver it, and what has to change first?
Understand the whole system.
The problem is bigger, with many stakeholders and no clear picture. We start with diagnosis, then design the work from what we find.
- 1Listen and map
Interviews with the people closest to the work.
- 2Test against data
Documents, metrics and what the organization’s own numbers show.
- 3Show what’s happening
A clear read, in plain language, so you see for yourself.
- 4Design the way forward
Design the work that gets your people to their own answers; bring in the right team if needed.
Here’s where I zig: I don’t hand over a plan. Plans mandated from above tend to stall. I design the work that helps you and your people reach their own answers, because those are the answers that stick.
I know how to read organizations. You and your people know yours. With the data from our interviews, we’ll know what to build: hard evidence for the next move, not hunches.
Not a deck of recommendations.
What worked at other organizations isn’t the answer. What yours is telling us is.
Before consulting, I spent a decade as a Peabody Award winning TV writer-producer on The Colbert Report and Madam Secretary. It still shapes how I work: find the real story inside the complexity, make it clear, and help people see their part in what comes next, then make it real.
leaders worked with, from early stage to enterprise.
You’re comparing options. Here’s why to choose me.
Bespoke.
No off-the-shelf package. Every engagement is built around your organization.
Evidence-led.
Data and process drive the work, not hunches.
From vision to the team that carries it out.
I lead every engagement with sound strategy, structure to make it possible, and the story that gets people moving. When the work needs more hands, I bring in people I trust. One partner, without big-firm overhead.
Sees how it fits together.
I look at the whole system, from vision and strategy to the work on the ground, and make sure the pieces line up.
Direct.
You’ll never walk away wondering what I meant. I’m diplomatic, and I don’t tiptoe.
Relationship and results.
We agree on what success looks like up front, and check against it over time. My work has helped clients raise millions, refocus, and grow their teams.
Field guides.
7 Questions to Ask When Introducing an AI Agent Into Your Team.
Keep a tally. Every “I don’t know” is a mark. Based on original research.
A new field guide, roughly every month.
Not sure what you need yet?
That’s a perfectly good place to start.
Book 45 minutes →Or find me on LinkedIn →