When the team is the work.
Executive teams rarely struggle because the strategy is wrong. They struggle because the group holding it isn't aligned on priorities, on how decisions get made, or on what they're actually asking of each other.
I work with executive and senior leadership teams on alignment, operating rhythm and the groundwork that strategy depends on. Every engagement is designed from a diagnostic (stakeholder interviews, team assessment, or both) so the time in the room is spent on what's actually in the way, not what was assumed before we started.
Executive team alignment
Getting a senior team clear on shared priorities, decision rights and what they're accountable to each other for.
Team coaching
Ongoing work with an intact leadership team on how they operate together - trust, conflict, and collective performance.
Strategy and operating model
Facilitating the conversations that shape strategic direction and how the organisation is structured to deliver it.
Culture and change
Supporting organisations through restructure, integration or cultural shift - with the leadership group as the starting point.
Immersive and retreat-based formats are also available for teams wanting to do this work away from the office.
How I work
1. Diagnostic and discovery
Interviews with participants and key stakeholders, and team or individual assessment where it adds value. This is what tells us whether the real issue is clarity, trust, decision-making or something else entirely.
2. Bespoke design
A session or series built around what the diagnostic surfaced - sequenced so the harder conversations happen once the group is ready for them, not on the first morning.
3. Delivery and facilitation
Holding the room so the conversations that usually get avoided actually happen, and land somewhere useful. Half a day to four days, depending on what's needed.
4. Follow-through
Documented outcomes, agreed commitments, and where useful, ongoing team coaching or individual coaching to keep the shifts alive once everyone is back in the day job.
Diagnostic tools
A range of validated instruments covering personality, values and derailment risk; leadership wellbeing and sustainable performance; and 360 multi-rater feedback. The right tool depends on the question we're trying to answer.
Individual assessments
Instruments that surface how a team actually operates together - work preferences, role balance, collective strengths and shared derailers.
Team assessments
One-on-one conversations with participants and those around them. Often the most valuable input into the design, and the thing that stops a session solving the wrong problem.
Stakeholder interviews
I'm accredited across a number of these instruments and work with a network of accredited consultants where a client has a preferred tool or an existing provider relationship.
Senior Leaders
Delivery formats
Anonymised case study · Energy sector · Executive team offsite
An executive team in the energy sector was operating as a group of capable individuals rather than a leadership team. Decisions were being relitigated outside the room, accountability sat with individuals rather than the collective, and an operating model review kept stalling because the team had never agreed what they were optimising for.
Challenge
A multi-day offsite designed from one-on-one interviews with every executive and a team assessment. The first day worked on how the team operated together - trust, conflict, and where decisions were actually being made. That created the conditions for the second day, which opened the groundwork for the operating model: shared priorities, decision rights, and what the structure needed to deliver.
Approach
The team left with agreed decision rights, a shared set of priorities, and a clear next stage for the operating model work - which progressed rather than stalling again. Follow-up sessions held the commitments in place through the months that followed, with individual coaching for several executives on the specific shifts they had signed up to.
Outcome
Let's talk about where your organisation is
Whether it's an executive team that needs alignment, a culture under strain, or a strategy that needs to land - the first step is a conversation about what's really going on.
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Navigate with me
Every week, a quiet moment to pause and think about what leadership really asks of us.
I share a direction of the compass and ideas drawn from Japanese philosophy, stories from my coaching work, and the small practices that make the biggest difference.