Where leadership meets responsibility
As organizations grow and complexity increases, leadership challenges are rarely solved by individual effort alone. They are shaped by decision-making structures, clarity of roles, accountability, and how leadership is supported day to day.
My work focuses on strengthening leadership by addressing those conditions directly. Depending on what is needed, I support organizations through leadership systems advisory, embedded fractional COO engagements, or context-aware executive coaching. Each offering reflects a different way of working, but all are grounded in the same philosophy: strong leadership depends on systems that match the organization’s reality.
Leadership Systems Advisory
For public, private, and non-profit organizations
Leadership challenges are rarely individual failures.
More often, they are the result of systems that no longer match the organization’s size, complexity, or governance environment.
Through Leadership Systems Advisory, I work with senior leaders, boards, and executive teams to strengthen the systems that support leadership — including decision-making, authority, accountability, and leadership rhythms.
The leader is often the entry point.
The system is the work.
When this support is most valuable
This work is particularly effective when:
Leadership roles are expanding or changing
Decision-making feels unclear or overly centralized
Governance structures exist but are under strain
Leaders are carrying too much responsibility personally
Informal ways of working no longer scale
In these situations, even capable leaders can feel stretched or reactive — not because of a lack of skill, but because the system relies too heavily on them to compensate.
What this work focuses on
Each engagement is tailored, but commonly includes work in areas such as:
Leadership role clarity and decision rights
Governance and board–executive interface
Accountability and performance rhythms
Leadership team structure and cadence
Decision-making pathways and escalation
Organizational transitions and role evolution
This is not about adding bureaucracy or fixing people. It is about aligning leadership systems with organizational reality.
How engagements are structured
Leadership Systems Advisory is offered on a retainer basis, typically over six to nine months.
This structure allows the work to:
evolve as the organization changes
respond to real-time leadership challenges
focus on continuity rather than isolated sessions
Engagements may include a mix of executive advisory, leadership teamwork, and governance support, depending on the context.
Who this is best suited for
This work is a strong fit for organizations that are ready to look beyond individual performance and address the systems shaping leadership effectiveness.
Fractional COO Engagements
Embedded operational leadership, part-time
Some organizations don’t need a full-time Chief Operating Officer.
They need experienced operational leadership embedded in the business at the right level and pace.
As a Fractional COO, I step in as a part-time member of the leadership team, providing senior operational leadership, execution, and structure.
This role is designed for organizations that need high-level operational leadership without the commitment or cost of a full-time executive.
What this role looks like in practice
Fractional COO engagements are embedded, not advisory.
This work may include:
Oversight of operational execution and follow-through
Translating strategy into priorities, plans, and rhythms
Supporting and developing managers or emerging leaders
Clarifying roles, accountability, and decision-making
Acting as a senior operational partner to the CEO or founder
The focus is on creating operational stability and leadership capacity, so the organization does not depend on one person to hold everything together.
Focus of my Fractional COO work
My practice is intentionally focused on Foundation and Embedded engagements:
Foundation — establishing structure, rhythm, and clarity while founders or CEOs remain closely involved
Embedded — acting as a true member of the leadership team with shared responsibility for operational outcomes
In select situations, I may take on a time-bound transitional COO role, with the explicit goal of preparing the organization for a permanent full-time COO.
How engagements are structured
Fractional COO work is offered on a monthly retainer.
Minimum engagement: 6 months
Most engagements are ongoing, evolving as the organization grows
Scope, authority, and expectations are defined upfront and revisited as needed.
When this work is a strong fit
Fractional COO engagements work best when:
The organization is growing in complexity
The CEO or founder needs senior operational partnership
Leadership responsibilities have outpaced internal capacity
There is clarity around authority and shared leadership
This model works particularly well for small and growing organizations that need senior leadership.
1:1 Executive Coaching
1:1 Executive Coaching
Leadership growth, grounded in context
Leadership development does not happen in a vacuum.
I offer 1:1 executive coaching for senior leaders who want to strengthen their leadership effectiveness within the context they operate in including organizational dynamics, governance realities, and system-level constraints.
This work recognizes that individual leadership is shaped by the systems around it.
What this coaching focuses on
Executive coaching may include work on:
Leadership presence and decision-making
Navigating complexity and competing demands
Role clarity and boundaries
Stakeholder and governance relationships
Transition into new or expanded leadership roles
Where appropriate, coaching conversations may also explore how organizational systems are helping or hindering leadership effectiveness.
How this differs from Leadership Systems Advisory
Executive Coaching focuses on the individual leader’s growth and effectiveness
Leadership Systems Advisory focuses on strengthening the systems around leadership
In some cases, coaching may be the right starting point.
In others, coaching alone may not be sufficient without addressing system-level issues.
Engagement structure
Coaching engagements are typically:
Retainer-based or structured over a defined term
Designed to support leaders through periods of growth or transition
This offering is best suited for leaders who are open to reflection, feedback, and development and who recognize the influence of context on leadership.