For businesses
When your business keeps hitting the same ceiling - and it's not a strategy, operations, or people problems.
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 a business consultant focused on strategy, operations, or marketing systems.
I'm not an organisational psychologist helping people communicate or get along better.
I'm not HR solving people problems or workplace conflict.
I'm not a coach teaching leadership skills or mindset shifts.
What I actually do
I map the invisible systemic 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 ever will.
Most businesses try to solve symptoms (communication breakdowns, team conflict, scaling challenges) without seeing the system generating 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 systemic 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 that rejects anyone who doesn't fit the founder's unexamined operating system, 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 architecture creates contradictory incentives, unclear authority, or misaligned goals. People are communicating clearly; the system is incoherent.
I articulate what's dead or dying in the business with precision.
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 or identity structure generating 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 architected 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 architect new relational and operational systems, not new org charts or process documents.
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 architecture, 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 metabolised (not managed), what success actually measures, and how failure is treated. Communication becomes coherent when the architecture supports it.
Instead of "delegation training," we examine why the business is structured to need your constant input, dismantle that dependency architecture, 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
Business Alignment Assessment (30 minutes | $500 + GST)
A high-level diagnostic to determine strategic fit and identify what's actually blocking your desired outcomes.
In this assessment:
We unpack your current challenges and invisible systemic dynamics
I identify the patterns preventing your stated goals
We determine whether deeper strategic work would serve your business
You get clarity on the architectural shifts needed
This isn't a sales call, it's a diagnostic. You'll leave knowing what's actually happening systemically, whether I'm the right person to help architect the shift, and what working together would look like.
Ongoing Systems Work:
Most businesses move into custom retainer structures after the initial assessment, because systemic redesign requires sustained pattern recognition, architectural planning, and implementation support over months (not one-off sessions).
Custom retainer structures designed for your business needs
Starting at 4.5 hours per month
Systems mapping and architectural redesign
Leadership pattern work where needed (often the founder's operating system is generating the business's dysfunction)
Evolutionary tracking as new structures establish
Real-time strategic support as you implement changes
Pattern interruption when old dynamics attempt to reassert
This isn't business consulting or organisational development. It's systemic pattern recognition and architectural redesign for businesses willing to change foundational structures, not just surface processes.
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."