When Culture Becomes the Obstacle

You know something's off.

Meetings that used to be productive have become tense—or worse, silent. Decisions that should take days take weeks. Good people are leaving, or checking out. And the harder leadership pushes, the more resistance builds.

Growth, restructuring, leadership transitions, near-misses with crisis—these moments expose the cracks in an organization's culture. What worked before stops working. Trust frays. Alignment disappears.

That's where I come in.

I partner with mid-size companies (100–500 employees) to diagnose what's really happening and facilitate the breakthrough moments that shift how teams operate.

Before solving anything, we need to understand it. I conduct:

     • Employee surveys that surface patterns leadership may not see

     • One-on-one interviews that capture what people won't say in a meeting

     • Leadership team assessments that reveal alignment gaps and unspoken tensions

This isn't about producing a report that sits on a shelf. It's about building a clear, honest picture of where you are—so we can figure out where to go.

Based on what we uncover, I design and facilitate workshops and interventions that address the real issues:

     • Trust recovery between teams or between leadership and staff

     • Alignment sessions that get everyone on the same page—not just nodding along

     • Accountability structures that actually stick

     • Leadership development for executives navigating change

The goal is breakthrough moments—those shifts where a team finally says what they've been avoiding, or sees a path they couldn't see before.

Transformation doesn't end when the workshop does. I help you build the internal capabilities and rhythms to maintain progress—including coaching key leaders through implementation.

I typically work with companies facing:

• Post-crisis recovery — rebuilding after a near-miss, restructuring, or leadership failure

• Growth pains — scaling has outpaced culture, and the cracks are showing

• Leadership transitions — new executives struggling to gain traction, or departures leaving voids

• Chronic dysfunction — the same problems keep resurfacing, despite past interventions

I spent nearly 20 years inside Fortune 100 companies leading talent and culture initiatives impacting over 15,000 employees. I've seen what works and what doesn't at scale.

Now I bring that perspective to mid-size companies where culture change is still possible without years of bureaucratic drag. Where leadership can actually see the impact. Where transformation can happen in months, not decades.

I also understand talent at the individual level—what attracts high-caliber professionals and what makes them stay. That dual perspective means I see the organization and the people inside it, which leads to interventions that actually fit.

Every engagement starts with a conversation—understanding where you are, what's at stake, and whether I'm the right fit to help.