Who My Work Is For
I’m typically called when something important isn’t working, and pretending otherwise is getting expensive and getting on everyone’s nerves.
My work is for teams and organizations where:
People have stopped saying what they really think
Safety problems keep coming up, even after “fixes”
Good employees are checked out and standards are allowed to slip
Work is harder than it needs to be because of how it is designed
Cynicism is the default
There is conflict within and between teams, but no one wants to touch it
Philosophy
Bottom line: I fix systems, not people.
People behave rationally given the conditions they’re working in. When outcomes don’t match intent, the issue is almost never motivation, attitude, or “buy-in.” It’s the system.
Real change requires leadership to understand and own their role in what the system produces.
I want to teach you how think differently, correct what is actually causing the issues, and then get out of the way.
My work is finite, diagnostic, and designed to return ownership to leadership, without creating dependency.
What I Do
Organizational Health Diagnostics
When something feels off, but no one trusts their read.
I do system-level organizational health diagnostics when performance, tension, or safety concerns don’t match leadership intent and informal fixes aren’t working. The focus is on how the system is actually producing behavior, not on assigning blame or fixing individuals.
This is for leaders who want clarity before acting, because delay is already costing them.
If this resonates, I’m open to a conversation to assess fit.
Targeted Team or Unit Interventions
When a team isn’t working, and managing around the problem is making it worse.
I lead short, structured interventions for teams where conflict, avoidance, or silence has become normal.
This is not mediation or fluffy “pizza and mandatory fun” team building.
The goal is to surface issues and correct the system conditions that keep the team stuck.
The work is direct, contained, and designed so leadership can take it forward without me.
Executive Sense-Making & Decision Support
When leaders are carrying risk and need clarity, not reassurance.
I work with senior leaders to make sense of complex organizational dynamics before they act. This includes pressure-testing assumptions, clarifying causal pathways, and identifying second-order effects of likely decisions.
This is not coaching or motivation. It’s decision support when the cost of being wrong is high.
Leader Coaching
When a leader is willing to look honestly at their role in what the system is producing.
I offer short-term, focused coaching for leaders who choose ownership and want direct, research-grounded feedback tied to real system outcomes.
This is not emotional support or an open-ended engagement.
Coaching is finite and purpose-driven.