The Challenge

If transformation feels harder than it should, it’s not because people are resisting change.

It’s because the work wasn't redesigned to support it.

Most organizations ask people to operate in new ways inside operating models built for a different reality.

The friction that follows gets mislabeled as an "adoption", "training", or "accountability" problem, when it’s actually a work design failure.

How I Work

I help organizations design how work actually gets done during and after major change.

Not just the org chart.
Not just the rollout plan.

I focus on the invisible architecture underneath: the workflows, decisions, handoffs, and habits that either create momentum or quietly erode it.

My edge is integrating behavioral science, workflow design, and delivery discipline, so change works not only paper, but in real operating conditions, with real people under pressure.

This work typically includes:
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‍This includes:
+ Transformation Strategy & Change Architecture: Defining outcomes, designing the change approach, and aligning people, process, and technology before implementation begins, not after friction shows up.
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+ Operating Model & Work Design: Structuring roles, decision-rights, and accountabilities around how work is actually performed, not how process maps assume it happens.
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+ Leader Activation + Norm Stabilization: Equipping executives and managers to lead through change with clarity, confidence, and shared language so new ways of working take hold instead of unraveling.
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+ Capability Building: Building internal capability so teams can sustain new ways of working after external support ends.

What an Engagement Looks Like

Every engagement is scoped to what the work actually requires. There is no standard package, because the conditions are never standard.

Typical starting points include:

‍Strategic Advisory
Partnering with senior leaders to define transformation outcomes, assess operating model readiness, and set clear work design principles before implementation begins. Best suited for organizations at the front end of a major initiative, when decisions still matter.

‍Work Design Assessment
Diagnosing where current systems create friction, overload, or hidden work, then mapping a path to structures that align business goals with human capacity.

‍Leader and Team Enablement
Targeted workshops, coaching, and capability building that equip leaders and teams to own change, not just comply with it.

I work as an advisor and thought partner, focused on helping leaders build a system that works, with the clarity, capability, and confidence to sustain it long after the engagement ends.

Is This Right for You?

This is likely a fit if:
+ You've experienced failed change efforts or slow adoption and are leading a significant transformation where getting the people side right from the start actually matters.
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+ You're launching a project with an AI or automation component and recognize that you don't yet understand how it will reshape roles, decisions, and the future operating model.
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+ You've seen the gap between "the plan" and what's actually happening in practice, and you want evidence-based ways of thinking that translates to real results.
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‍This may not be a fit if:
+ You're looking for a quick-fix productivity fix or off-the-shelf training
+ You want execution support without strategic challenge or upstream design work.
+ You need a full-time embedded resource rather than advisory partnership

If this is the problem you’re accountable for solving, let’s talk.

Where do You Want to Start?

Business
‍Strategic Advisory on change, transformation and how work really gets done.

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Leader
‍Tools and resources to navigate your leadership and realities of work today.

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