Your high performers have plateaued. Your teams are stuck. And individual development isn't moving the needle.

Here's why: You're trying to develop people while the ecosystem stays unchanged.

The Real Problem

I'm going to guess you've tried the well-meaning approach. Leadership development programs. Team workshops. Executive coaching. People learn new skills, gain insights, leave energized.

Six months later? They're operating exactly the same way.

It's not because your people aren't capable. It's not because the training was bad. It's because you're trying to grow people in an environment that keeps pulling them back to old patterns.

Think of it like a garden. You can keep replacing plants or teaching them to be more resilient, but if the soil is contaminated, they'll keep wilting. The problem isn't the plants. It's the environment they're trying to grow in.

How Organizations Actually Work

Development and performance happen in five interconnected layers:

Daily work environment - Team dynamics, manager relationships, actual workflows, how decisions really get made

Cross-system interactions - How departments work together, where priorities conflict, how information flows

Organizational forces - What you actually reward, promotion patterns, resource allocation, real culture (not the poster version)

Cultural narratives - Industry norms, unquestioned assumptions, inherited definitions of what success looks like

Evolution over time - Why strategies that worked at 20 people break at 200, how roles outgrow themselves

Here's what most leaders miss: these layers are connected. You can't develop new leadership behaviors while organizational forces reward old ones. You can't build collaboration while cross-system dynamics create competition.

My Approach

I help organizations figure out what's actually happening—not what you hope is happening—and redesign the environment so people can actually grow. This isn't just about changing policies. It's about working at every level.

Ecosystem Mapping - Anonymous surveys, interviews, observation. We identify what's actually shaping behavior and development at every level. Not theories. Reality.

Leverage Points - Where can you create change? Quick wins that build momentum. Medium-term shifts that need planning. Long-term transformations that fundamentally alter how you operate. And what to navigate instead of fight.

Systemic Redesign - We implement changes at every level:

• Team level: Workshops and trainings that build new skills and ways of working together. Tools like the Enneagram to understand team dynamics. New workflows and communication patterns that actually stick.

• Leadership level: Individual coaching and development for leaders navigating the changes. Building capability to lead in new ways. Support for making strategic shifts.

• Organizational level: Redesigning policies, performance metrics, and incentives. Addressing cross-departmental conflicts. Shifting cultural narratives and norms.

• Individual employee level: Working with people throughout the organization to understand and adapt to changes. Building awareness and skills for new ways of working.

Sustainability - Regular check-ins to catch problems early. Adaptation as you scale. Training for new people. Measuring how well the environment supports development, not just individual metrics.

You get a prioritized action plan with clear ownership and timelines. No vague recommendations. Actual steps.

Who This Is For

This works if you're ready to:

• Acknowledge individual development isn't enough

• Look honestly at what your environment is reinforcing

• Make real changes to support the growth you say you want

• Invest in long-term capability building, not quick fixes

This doesn't work if you:

• Believe the problem is just people not trying hard enough

• Want validation that your systems are fine

• Are looking for a one-time workshop solution

• Won't consider changing how things actually operate

I'm not here to make you feel good about broken systems. I'm here to help you fix them.