Fix the rollout. Embed the habit.
Every engagement starts from evidence, usually the Diagnostic, and is delivered in whichever mode fits your situation and budget. Engagements come to me three ways: scaling companies feeling the drag, teams whose OKR rollout stalled, and investors sponsoring work across a portfolio.
Start small. Prove it. Then scale what works.
Health check
Ten questions, scored instantly. A quick, honest read on where your execution leaks.
Take it now →Execution Diagnostic
Interviews and a working session with your leadership team, ending in a findings report and a prioritised fix list.
What's included →Fix & embed
A scoped engagement to make the changes stick, run as consultancy, training, or a fractional role.
Three ways I work
Whichever mode fits, the most common specialism is OKR consulting and implementation: first rollouts, stalled ones, and redesigns that outgrew themselves.
Consultancy: I do it with you
Hands-on, embedded work alongside your leadership team: discovery and analysis, operating-model design, and the planning and change management that turns a diagnosis into a running system.
- Discovery, analysis & operating-model design
- Strategy & OKR advisory and facilitation
- Planning, change management & implementation
- Software delivery management
Best for: teams that need practical execution change, fast.
Training & coaching: I teach yours to do it
Practical, tailored sessions and 1:1 coaching that build the capability to run the system without me. That's the point of every engagement.
- Hands-on team training, tailored to your context
- Writing effective OKRs & operationalising OKR cycles
- Agile ways of working
- 1:1 coaching for leaders stepping into new roles
Best for: teams building lasting internal capability.
Fractional leadership: I hold the role until yours is ready
Senior, hands-on support on a retainer basis, embedding operating-model changes and driving improvement until your own people are ready to take the role over.
- Hands-on senior capacity, not advice from the sidelines
- Operating-model changes embedded while delivery carries on
- Coaching whoever will hold the role next
Best for: organisations in critical periods needing senior hands-on support.
How an engagement runs
Diagnose
Find where execution actually breaks down, not where the org chart says it should.
Prioritise
Agree the small set of outcomes with the highest leverage.
Instrument
Set a weekly and monthly cadence that makes both progress and problems visible.
Improve
Use the feedback to adapt continuously. This is where compounding starts.
The first 90 days
Shared understanding of the problem, the priorities, and who owns what.
The operating rhythm is running; friction points surface and get removed.
The system runs without me driving it. We measure, adjust, and hand over.
Every engagement is scoped to your situation. The 90-day arc is a pattern, not a package.
FAQ
Do you only do OKRs?
No. OKRs are the sharpest tool for focus, but the work is execution: operating model, delivery flow, ways of working. Some engagements barely mention OKRs.
How do you charge?
The diagnostic is a fixed fee. Engagements after that are scoped from its findings, on a day rate or a retainer, so you're never buying open-ended consulting.
How much of your time do we get?
Agreed up front and honestly. Fractional means fractional; I'd rather under-promise days than pad them.
Not sure which mode fits?
Start with the Diagnostic. Its findings tell us which mode makes sense.