And the consulting industry has been very comfortable letting you believe otherwise. Let me say the quiet part out loud. Most execution programs don’t fail because you picked the wrong framework. They fail because nobody bothered to develop the leaders
Why I Keep Harping On About Team Dynamics I have two professional passions. The first is teams, collaboration and human behaviour patterns. The second is strategy execution, meaning the framework and disciplines that actually get things done and measurable towards
How to Stop Re-debating Decisions You Already Made Your team just spent 90 minutes in a productive debate. Multiple perspectives. Good conflict. You feel like you made progress. However, three weeks later, you’re having the exact same conversation. Like regurgitating
You’re spending 23 hours a week in rooms where nothing gets decided, everything gets deferred, and everyone leaves confused. That’s not a scheduling problem. That’s a leadership crisis. The Problem with Today’s Meeting Culture If you’re a senior executive, you
Only 11% of organisations execute strategy well. The difference isn’t smarts—it’s health Nobody likes to admit that as a team, they’re not exactly “functional.” But what does functional actually look like—and what does dysfunctional look like—when we’re talking about senior
Leadership teams blame the framework. The OKRs weren’t specific enough. The KPIs weren’t measurable. The cascading of objectives was too rigid. The quarterly reviews were too infrequent. They’re solving the wrong problem. In 1964, David Gleicher created a formula that
Right now, leadership teams across the globe are deep in planning mode for the new year. Whiteboards covered in sticky notes. Strategy decks getting their annual refresh. OKRs drafted with the optimism of someone who’s never got hit by February.
Why your brilliant strategy keeps failing (hint: it’s not the strategy) Your leadership team just spent three hours in a strategy meeting. You left with action items, accountability charts, and that special kind of exhaustion that comes from meetings that
When Your Leadership Team Feels Like a Yoga Studio (And it aint doing anything for your growth) The elevator doors opened on the 17th floor, and I stepped into what I can only describe as corporate nirvana. Floor-to-ceiling windows framed
You need someone to run growth and transformation, not just advise on it.
6–12 months, 2–3 days/week
From €13,000/month based on a €1,500 day rate
When you need this:
Two scenarios.
First: your transformation has stalled and you need an experienced operator to own the fix.
Second: you’re scaling fast and your operating model can’t keep up, what worked at 20 people is breaking at 80, and you need someone to build the operational guardrails before growth outpaces your ability to manage it.
In both cases, you don’t need more advice. You need a fractional COO or Chief of Staff who rolls up their sleeves, makes decisions, drives results, and builds your team’s capability in the process.
What happens:
I embed as your Fractional COO or Transformation Coach and take ownership:
Unlock stalled transformations: Lead the strategy execution transformation hands-on — addressing the leadership behaviours and team dynamics that are blocking progress.
Build operational guardrails for hyper-growth: Design and install the operating rhythms, meeting cadences, decision-making frameworks, and performance management systems your growth demands — from scratch or rebuilding what isn’t working.
Set up strategy execution infrastructure: OKRs, planning cycles, review cadences, HR frameworks, cross-functional processes, and tools that scale with you.
Support the CEO and senior leaders: Operational challenges, strategic clarity, and the hard conversations that need to happen.
Coach and build while executing: Every system I install comes with the capability transfer so your team can run it without me.
Also available for:
What you walk away with:
Results now AND sustainable systems for later. An experienced operator who delivers transformation or builds the operational foundation while building your team’s ability to sustain it independently.
You know the problem. Let’s unlock it together.
From 4 months
From €6,500/month based on approx. 1 day/week
When you need this:
You’re ready to do the work. Your leadership team needs coaching to change how they operate, build execution discipline, and make strategic outcomes stick. You want expert guidance — not someone to do it for you, but someone who’ll push you, challenge you, and hold you accountable.
What happens:
We work in a 4-month cycle:
Month 1: Foundation: SEM360 diagnostic (if not done), leadership team dynamics assessment (Working Genius), alignment on findings, and executive coaching to prepare your team for real change.
Months 2–4: Transformation: Hands-on coaching with your leadership team and operational teams. Strategy translation into measurable outcomes. Operating rhythm installation. Regular check-ins, mid-cycle reviews, retrospectives, learning moments. Team dynamics work using proven frameworks (Working Genius, Lencioni’s Five Dysfunctions). Training of internal champions so capability transfers to your people.
What you walk away with:
A leadership team that operates differently: with trust, accountability, and execution discipline that sustains. Trained internal champions. Proven rhythms and rituals that keep running after the engagement ends. Typical results: 20–30% productivity increase, measurable strategic progress, reduced executive friction.
Scope and duration are tailored to your situation — engagements typically run 4–12 months depending on complexity. We start with a 4-month cycle and extend based on results.
You suspect the problem is deeper than the framework. Let’s find out.
4–6 weeks • From €6,000
When you need this:
You’ve tried to fix strategy execution before and it didn’t stick. You sense the real issue is in how your leadership team operates, but you can’t pinpoint it. You need clarity and alignment before committing to change.
What happens:
What you walk away with:
The honest picture of why execution has been stuck, a leadership team that’s aligned on the real problem (not symptoms), and a concrete plan to fix it.
