Work with me
If you're trying to change culture, the hardest part is often the fog: lots of activity, not much actual change.
My approach replaces guesswork with small culture experiments that show what works, then scale it into everyday habits.
Below are a few clear ways we can work together.
Who I typically work with
I work with leaders, People teams and change leads who want culture change to show up in day-to-day behaviour, decision-making and delivery.
This is a good fit if you’re dealing with things like:
- Ownership and accountability feeling patchy
- Decisions moving slowly or escalating unnecessarily
- People playing safe, avoiding challenge, or hesitating to speak up
- Collaboration being polite, but delivery still feeling heavy
- Customer focus being talked about more than it’s practiced
- Transformation fatigue – lots going on, but little actually sticking
🔭 Culture reset
Turn fuzzy culture challenges into a clear behavioural focus and a first wave of experiments that create traction quickly.
What this looks like
We identify the biggest friction points, choose the behaviours that matter most, and design a practical set of experiments to run in real work.
Typical outputs
- A short “friction map” grounded in real examples
- 1 to 3 priority behaviours (clear, observable)
- An experiment backlog (prioritised)
- 2 to 4 experiments fully designed and ready to run
- Simple measures to track signal without creating admin
Typical timeline
2 to 6 weeks, depending on access and pace.
Best for
Teams that need momentum quickly and a practical starting point.
👔 Leadership behaviour shift
Help leaders role-model the culture you want - especially around ownership, decision-making, accountability and psychological safety.
What this looks like
We focus on the leadership habits that shape culture most: how decisions are made, how standards are set, how challenge is handled, and what gets reinforced day to day.
Typical outputs
- Clear leadership behaviour focus (what to do more of, less of)
- Role-modelling routines that are easy to sustain
- Lightweight sensing and feedback loops (so leaders can adjust in real time)
- Templates for check-ins, decision-making, and team reflection
- Optional: coaching-style support for key leaders
Typical timeline
Usually 6 to 12 weeks for meaningful shift, then lighter ongoing support if helpful.
Best for
Leadership teams who want behaviour change, not just messaging.
🪧 Change that sticks
Practical change support that strengthens adoption by focusing on behaviour, not noise.
What this looks like
When organisations say “resistance”, it’s often really confusion, overload, or misaligned incentives. I help you make the change clearer, easier to adopt, and reinforced through everyday systems.
Typical outputs
- Clear change narrative (simple, specific, human)
- Stakeholder map and engagement plan
- Communication rhythm that supports action, not just awareness
- Adoption measures that track reality (not vanity metrics)
- Practical nudges and experiments to remove friction
Typical timeline
Flexible - from a focused 4 to 8 week push, to support across a larger programme.
Best for
Programmes where the plan exists, but adoption and behaviour change are the real battle
🚀 Innovation habits
Build experimentation capability that doesn’t die after the workshop.
What this looks like
We create simple ways of working that make experimentation normal: small tests, fast learning, and visible progress - without heavy governance.
Typical outputs
- Experiment toolkit and templates
- Training sessions for teams and leaders (practical, not “teachy”)
- Coaching and support as teams run real experiments
- Lightweight governance that protects pace and learning
- A repeatable cycle for capturing and scaling what works
Typical timeline
Often 4 to 12 weeks depending on scope.
Best for
Teams who want innovation to become a habit, not an event.
How we'd start
Most work begins with a short discovery phase. The goal is to remove uncertainty fast.
We’ll typically:
- Get clear on the outcomes you want
- Identify the biggest friction points
- Choose the few behaviours that matter most right now
- Design the first experiments
- Agree what signals look like, and how we’ll measure them lightly
Then we run the first loop, learn quickly, and decide what to scale and embed.
A few common questions
Q: Do you work on-site or remote?
A: Both. Many engagements are hybrid, especially if you’re distributed.
Q: Do you work alone or with a team?
A: It’s usually me. When a project needs extra capacity or specialist skills, I bring in trusted associates - you’ll always know who’s involved and why.
Q: Can you support globally distributed teams?
A: Yes. A lot of my work has been cross-region, and the approach travels well.
Q: Do you do one-off workshops?
A: Yes, but preferably only if they have a concrete outcome and directly support behavioural change and experiments. I do my best to avoid workshops as theatre.
Q: How does pricing work?
A: It depends on scope and pace. After an initial conversation, I’ll suggest a simple option - usually a fixed piece of work for a defined outcome, or a monthly retainer for ongoing support.
Want to talk it through?
If you share a bit of context, I'll tell you quickly whether I think I can help, and what a sensible first step would be.