For businesses & organisations
You might be here if:
You've tried new strategies, hired consultants, restructured teams, implemented new systems, but the same dynamics keep reasserting themselves
Your business is successful on paper but feels unsustainable, soul-crushing, or constantly on the edge of breaking
Team conflicts keep emerging in different forms with different people, the cast changes but the dynamic repeats
You're the bottleneck in every decision, and delegation doesn't actually work no matter how many times you try it
Growth requires more control, not less - and you're burning out trying to hold it all together
You can feel invisible dynamics sabotaging your stated goals, but you can't see them clearly enough to address them
Your stated values (collaboration, autonomy, innovation) and your actual operations (control, hero culture, risk aversion) are completely misaligned
High performers leave or burn out; mediocre performers stay comfortable
You've "fixed" the same problem three times and it keeps coming back in a new form
Something about how the business operates feels fundamentally misaligned with the humans trying to operate it, including you
What I’m not.
I'm not an organisational psychologist. I'm not HR. I'm not a leadership coach.
I don't do team-building exercises, personality assessments, or surface-level interventions that make things feel better for a month before the same problems resurface with different faces.
I'm not here to optimise what already exists. I'm here to show you what needs to fundamentally change - the invisible systems, power dynamics, and structural patterns that keep producing the same outcomes no matter how many people you hire, fire, or promote.
If you're looking for incremental improvement or someone to smooth over dysfunction without addressing its root cause, I'm not your person. But if you're ready to see what's actually broken and do the hard work of transforming it, that's where I come in.
What I actually do.
I find the invisible patterns preventing your desired outcomes
Every business has an operating system underneath its org chart. Implicit agreements, hidden power dynamics, unspoken rules about conflict, decision-making, failure, success, and risk. These patterns dictate outcomes far more than strategy, processes, or even talent.
Most businesses try to solve symptoms (communication breakdowns, team conflict, scaling challenges) without seeing the system creating them. I make the system itself visible.
Examples:
You say the problem is that your team doesn't take initiative or ownership. I'll show you the pattern underneath that. Maybe the business structurally punishes mistakes more than it rewards innovation, or leadership says they want autonomy but micromanages execution, or success is only recognised when it fits a specific mould. The team isn't the problem. The system is training them not to take initiative.
You think the issue is that you can't find "the right people." I'll show you that the business has an immune system rejecting anyone who doesn't fit the founder's unexamined way of operating, so you keep hiring the same type of person or losing the people who could actually help you evolve.
You believe you have a "communication problem." I'll show you that communication is fine. The issue is that the business structure creates contradictory incentives, unclear authority, or misaligned goals. People are communicating clearly; the system is incoherent.
I articulate what's come to an end or needs to change immediately in the business, organisation or team.
Sometimes it's a role that outlived its function but no one will name it. Sometimes it's a partnership dynamic that worked at $500K but is breaking the business at $5M. Sometimes it's a founder belief creating every downstream problem. Sometimes it's the business model itself that's fundamentally misaligned with the humans trying to execute it.
I'll name what's actually stuck, breaking, or dying. Not what you think the problem is, but what the system is showing me.
Examples:
Your business model requires deep collaboration and trust, but your leadership structure rewards individual heroics and creates internal competition. Those two things cannot coexist at scale. One has to die.
You're trying to build a people-first culture, but your financial model requires extraction and overwork to stay profitable. The culture work is theatre until you redesign the economic model.
This partnership worked when you were both operators. Now one of you is a visionary and the other is still in execution mode. The business needs different things from you both, but the partnership agreement hasn't evolved. That misalignment is breaking everything downstream.
Your business is addicted to your personal attention and problem-solving. You've built a system that needs you to be the hero. It's not that your team is incompetent—it's that the system doesn't allow for their competence. You're the ceiling.
I create the conditions for new patterns to hold.
I don't give you a new org chart, process documentation, or KPI dashboard. I help you redesign the conditions underneath those surface structures. The implicit agreements, the decision-making processes, the feedback loops, the power dynamics, the incentive structures - so new patterns can actually establish and hold.
Systems change, not people trying harder within broken systems.
Examples:
Instead of "better communication," we redesign how decisions actually get made, who holds what authority, how conflict gets surfaced and dealt with (not managed), what success actually measures, and how failure is treated. Communication becomes coherent when the structure supports it.
Instead of "delegation training," we examine why the business is structured to need your constant input, dismantle that dependency, and rebuild systems that function without you as the central node. Then delegation works because the system allows it.
Instead of "team building," we look at what the system is rewarding (individual performance? Political manoeuvring? Keeping the founder happy?) versus what it says it values (collaboration? Innovation? Accountability?). We redesign the incentive structure so the system rewards what you actually want, not what you're unconsciously perpetuating.
How we work together.
Step 1: Organisational Culture Assessment
45 minutes | $495 + GST
A diagnostic session where we identify what's not working, uncover the invisible dynamics creating it, and determine if there's a fit for ongoing strategic work.
You'll leave with clarity on what's actually blocking your outcomes and whether a retained engagement makes sense.
The assessment is a standalone investment - it doesn't come off your retainer if you decide to continue. You're paying for my time and analysis regardless of what happens next.
Step 2: 3-Month Organisational Engagement
$11,000 + GST per month (paid upfront or structured payment plan)
Minimum 3-month commitment. 10 hours per month included.
This isn't packaged consulting with predetermined deliverables. It's sustained strategic engagement with your organisation's relational and cultural dynamics.
What's included:
Facilitated conversations and conflict resolution between staff
Values assessment and framework creation
Communication and accountability systems
Role clarity and structural alignment
Strategic advisory and leadership support
Anything that involves the relationship between more than one person in your organisation
Hours don't roll over month to month. If you need more than 10 hours in a given month, additional time is available at $1,100 + GST per hour.
After 3 months: You can recommit at the same rate if ongoing support makes sense. Most organisations continue because the work compounds over time.
This level of engagement is for organisations ready to address systemic issues - not apply band-aid solutions to surface problems.
This is for you if:
You're a founder or leader willing to examine your own patterns and operating system, not just "fix" your team or business
You value sustainable, living systems over heroic short-term wins or growth at any cost
You can handle uncomfortable truths about what's actually driving your outcomes (including your own role in creating them)
You're willing to let old structures, agreements, or roles die (even if they "worked" at a previous stage)
You want a business that scales without burning people out (including yourself)
You're ready to redesign foundational architecture, not just implement another process improvement
You can tolerate the disruption that comes with genuine structural change
You're building for the long term, not trying to survive the next quarter
This isn't for you if:
You're looking for someone to implement your predetermined solution or validate your existing approach
You need confirmation that you're right and everyone else is the problem
You're not willing to examine or change the foundational agreements, power structures, or economic model
You want quick fixes, surface-level process improvements, or team-building exercises
You can't tolerate the temporary destabilisation that comes with architectural redesign
You're optimising for short-term metrics at the expense of systemic health
You're not willing to look at how your own operating system might be generating the business's patterns
What actually changes:
You stop hitting the same ceiling with different strategies or different people
Team dynamics shift without "people problems" being the primary focus, because the system is redesigned to support different patterns
The business becomes less dependent on you personally as the central node or hero
Growth feels sustainable instead of extractive or fragile
Decisions happen faster and more effectively because the architecture supports them, not because you're pushing harder
The invisible patterns sabotaging your stated outcomes become visible and addressable at the root
High performers stop leaving or burning out because the system actually supports their contribution
You're building a business that works with human complexity, not against it
Conflict becomes generative instead of destructive because the system has infrastructure for metabolising it
You can actually scale without everything breaking—because the foundation is sound
Who this serves:
Founders and leadership teams navigating growth transitions ($1M → $5M → $20M+)
Established businesses restructuring after years of band-aid solutions
Partnerships or co-founder dynamics that are breaking under scale or evolution
Businesses where the stated culture and actual operations are completely misaligned
Companies hitting repeated ceilings despite having strategy, capital, and talent
Leaders who are the bottleneck and know it—but don't know how to architect their way out
What clients say:
🦚 "She saw the pattern we'd been trapped in for three years within the first two hours. We'd hired strategy consultants, leadership coaches, even a therapist for the exec team. No one named what she named. The restructure was painful, but we're finally building something sustainable instead of constantly firefighting."
🦚 "I thought I had a team problem. She showed me I had a founder problem. My operating system was generating everything I was complaining about. Once I redesigned how I was relating to the business, the team issues dissolved on their own."
🦚 "She told us our partnership agreement was dead and needed to be renegotiated or dissolved. We renegotiated. It saved the business and the friendship. Her clarity was brutal and necessary."
🦚 "We were growing but it felt like we were barely holding it together. She showed us we were trying to scale a system that was architected for $2M, not $10M. We redesigned the foundation. Growth feels completely different now."
🦚 "She diagnosed our core systemic issue in the first session. We're keeping her on retainer now! Not because we haven't solved the original problem, but because she sees patterns emerging before they become crises. It's like having structural intelligence embedded in the business."
🦚 "You don't work with her once and move on - you keep her because the value compounds."
🦚 "We hired her to fix a partnership conflict. She did, in eight weeks. We've decided to keep her on an ongoing retainer because the pattern recognition and systemic thinking she brings is irreplaceable. She's part of our leadership infrastructure now."
🦚 "After our initial assessment, I put her on retainer immediately. Best business decision I've made in five years. She's not a consultant who drops a report and leaves, she's in it with you as the architecture evolves. The ongoing work is where the real transformation happens."
🦚 "I've worked with dozens of consultants over 15 years of running this business. She's the only one I've kept on retainer long-term. Most consultants solve a problem and leave. She helps you build the capacity to see and solve systemic problems yourself—and she stays because new patterns emerge as you grow. Indispensable."