You’ve invested in the framework. You’ve done the offsite. You’ve hired the consultants. And six months later, your teams are back to business as usual.
The problem was never the framework.
It’s the leadership and team behaviours underneath it.
That’s what I come to fix.
I don’t teach frameworks and leave. I embed with your leadership team, address the dysfunction that’s blocking execution, and build the behavioural capability that stays long after I’m gone.
Your leadership team seemingly agrees on company priorities in the room. Then each department goes back and executes its own agenda. Decisions get re-debated. Nothing seems to stick.
Strategic initiatives launch with energy and fanfare, then quietly drown under daily operation priorities. Six months later, you’re having the same conversation about the same stalled strategic initiatives.
You desire a culture of accountability and innovation. But the executive team, while a smart and willing team, hasn’t built the trust, candour, or discipline required to model it. The transformation stalls with the top team.
Teams are working hard. Dashboards are green. But your strategy execution isn’t actually moving any needles. You’re measuring activity, not outcomes. Customer value creation get’s missed.
You’ve paid for the diagnostic. You’ve done the training. You have the framework deck sitting in a shared drive. What you don’t have is anything that actually changed how your leadership team operates.
It’s not the framework. It’s never the framework. It’s the behaviours and team dynamics underneath it. Fix those and any transformation works. Ignore those and no framework will save you.
I Unlock What’s Stalled
Whether it’s an OKR rollout that fizzled, an Agile transformation that plateaued, or a strategy that keeps dying in execution. I go underneath the framework to the leadership behaviours blocking progress. I don’t add another layer of process. I unlock the dysfunction that made the last process fail.
I'm The External View That Becomes Part of Your Team
Most consultants deliver a framework and disappear. I work inside your leadership team, challenging, coaching, and building capability in real time. My clients describe me as “the external view who somehow becomes part of the team.” That’s not an accident. Transformation doesn’t happen theoretically. It happens in the room, in the conversation, in the moment a leader chooses to do something differently.
I Build Capability That Stays
My goal is to make myself unnecessary. Every engagement is designed so that when I leave, your team has the skills, the rhythms, and the leadership behaviours to sustain execution without me. The work and the impact it creates, outlasts the consultant. That’s the whole point.
A no-strings-attached conversation where I learn what your organisation is wrestling with and what you’ve already tried. No pitch. No pressure. Just an honest conversation about where you are and where you want to be.
If it makes sense to work together, we start with the SEM360 assessment. Unlike generic diagnostics, this measures five specific dimensions of strategy execution maturity and pinpoints exactly where executive behaviour is blocking your progress. This is why your last transformation didn’t work. Now you’ll know.
Based on the diagnostic data and our conversations, I’ll build a plan that matches your situation, your ambition, and your budget. No cookie-cutter proposals. No scope creep. A clear statement of work with clear outcomes.
Onsite and online. Structure, challenge, and honest feedback plus the energy that makes the hard work feel worth it. I embed with your team and we build the capability and behaviours that lasts.
I’ve spent twenty years as a C-level operator across fintech, e-commerce, supply chain, and tech, in Switzerland, Ireland, the Netherlands, the UK, and Argentina. I’ve built and scaled operations firsthand. I know what hurts and breaks when companies grow, and I know what it takes to fix it.
Now I mostly work with leadership teams at scale-ups (roughly 50–200 people) who’ve hit the wall where what used to work stops working and growth stalls. Their strategy is clear but execution is stuck. They’ve tried frameworks. They’ve hired consultants. What they haven’t done is address the leadership behaviours and team dynamics underneath it all.
That’s where I come in.
What sets me apart
I’m not a framework consultant. I’m a practitioner who coaches. I’ve been the COO, the Head of Operations who had to make transformation actually stick, with real teams, real pressure, and real consequences. I bring that operational edge to every engagement, combined with certified coaching expertise in organisational health, team dynamics, and strategy execution.
How I work
I’m the external view that becomes part of your leadership team. I challenge you on the behaviours that are blocking progress. I build the systems that make execution systematic, not heroic. And I stay until the capability is 100% yours, not mine.
My clients call me “a hybrid coach who provides an external view while somehow being part of the team.” That’s exactly what I aim for.
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
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.
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 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.
