For organizations
When the business changes, leaders have to change with it.
Leadership development training, coaching, and advisory for consumer, retail, wellness and beauty brands.
I partner with CEOs, executive teams, and People leaders on leadership development, changing how leaders lead and how work gets done by first getting clear, then getting somewhere.
I’m not outsourced HR. Your HR team runs the function; I partner with them to make your leaders more effective.
SHRM-CP · Certified Coach · Certified Group Coach · NLP Practitioner
Built inside global organizations: Benefit Cosmetics (LVMH), Lagunitas Brewing Company (HEINEKEN), H&M
How I see the work
More training isn’t always the answer. Neither is another strategy deck.
A request for training might really be unclear expectations, decisions nobody owns, or a team dynamic everyone is working around. So I look at three things before I build anything.
i.
The system
Structure, roles, decision rights, expectations, and the conditions shaping how work gets done.
ii.
The human
Leadership behavior, capability, and the team dynamics shaping how people work together.
iii.
Patterns under pressure
The habits and unspoken rules that quietly become the culture, and how people communicate, react, and decide when the stakes go up.
Ways to work together
Start where the need is clearest.
01
Start here
Strategy Session
60 min
Not a discovery call. Bring a real situation and leave with the root cause named and your first moves.
02
Diagnose
Leadership Effectiveness Diagnostic
Interviews, listening data, and assessments, including Where Work Gets Stuck, a six-layer assessment your leaders complete so we see where work stalls before we build anything. A clear diagnosis and a roadmap for now, next, and later.
03
Define and Align
Leadership Alignment Intensive
A facilitated working session on expectations, ownership, and priorities. Shared clarity and real commitments.
04
Develop and Equip
Bespoke Leadership Development
Manager series, practice cohorts, and offsites built to be applied the Monday after, not just discussed in the session.
05
Embed and Sustain
Ongoing Advisory
Senior thought partnership and execution, without adding another full-time role.
Bespoke leadership development training
Built for real work, not just the workshop.
Every leadership development training engagement, whether a workshop, series, cohort, or offsite, starts with a short needs conversation, so we build for the real gap and leaders apply it the Monday after.
01 Get clear
A focused needs conversation with you and a few of your leaders: what is happening, what needs to change, and what would prove it did.
02 Build
Design around the real gap, in your language, using your leaders’ actual challenges as the practice field.
03 Make it stick
Practice between sessions, peer coaching, and reinforcement so the new behavior holds after the room empties.
Topics I’ve built and delivered
Leading yourself
•
Growth mindset
•
Prioritization and time management
•
Goal setting and development planning
Leading others
•
Feedback as a growth driver
•
Coaching for performance and potential
•
Navigating conflict
•
Inclusive leadership
Leading through change
•
Leading through change
•
Adaptive, decisive, and courageous leadership
Growing talent
•
The new-manager journey
•
Early-career development
•
Mentorship and career growth
•
Development in the flow of work
•
Talent planning and recruitment
Formats
Single workshop
Manager series
Leadership practice cohort (6 to 9 months)
Executive offsite
Blended and eLearning
How we’ll know it worked
Behavior over participation.
What most programs report
Attendance, completion, and satisfaction scores.
What we also track
•
New behaviors applied at 30, 60, and 90 days
•
Manager effectiveness and 360 shifts
•
Peer and team feedback on what changed
•
The business metric the program was built for, such as retention, internal promotion, or engagement
Good questions
Before you ask.
Do you do HR compliance, payroll, benefits, or handbooks?
No. I work alongside your HR team on leadership and organizational effectiveness. They run the function; I focus on how your leaders lead and how work gets done.
Who do you usually work with?
CEOs, executive teams, and People and L&D leaders at mid-size consumer, retail, beauty, and lifestyle brands, usually 500 people and up.
How do engagements start?
Always with a conversation. We start with a discovery call to understand what’s going on, then align on scope and fit before anything gets built.
Do you only run workshops?
No. Sometimes the answer is development. Sometimes it’s clearer decision rights, a reset on priorities, or better talent practices. I build whatever fixes the real problem.
Bring me the messy leadership problem.
30 minutes. You’ll leave with a clear read on what’s driving it and the most useful place to start. You don’t need to have it figured out first.
On Substack
Resourced Humans.
Rethinking how we work, lead, and live well.
Fresh perspectives on workplace culture, human performance, and life beyond the job title. Practical, a little spicy, and never business as usual.