FOR YOUR ORGANIZATION
Everything runs on the founder’s memory and one person’s goodwill. It works until it doesn’t, usually at exactly the moment you grow.
WHAT I BUILD
Policy and operating documents · Onboarding and role structure · Member and client service process · Outreach and sales process · Program evaluation frameworks · The people side of how a team actually runs
HOW I ENGAGE
As an embedded contractor, 1099, part-time and ongoing, or scoped to one build with a clean handoff. I’ve held internal functions outright when that was what a client needed.
WHERE I’M USEFUL
Organizations small enough that structure is still optional and big enough that it’s started to hurt. New businesses setting up how they’ll operate. Teams growing past what improvisation can hold.
THE APPROACH
Read the conditions first
Before recommending anything, I want to understand how work actually moves through your team, not how the org chart says it does. Most consultants arrive with the deck already written.
Build inside the culture you have
A system people won’t use isn’t a system. What I build gets fitted to how your people already work, which is slower to design and far more likely to survive me leaving.
Stay long enough to adjust it
Nothing works exactly as designed on contact with real people. The value is in the second and third pass: noticing what’s not being used, and changing it.
ONE ENGAGEMENT
The members were universities and large medical centres. Serious institutions, long relationships, real renewal money. There was no membership service function at all. Not a broken process. Nothing.
I built it. A cadence of touchpoints so members heard from us before they needed something. Documented workflow and standard operating procedures so it didn’t live in one person’s head. And a defined role to own each relationship, help members actually use what they were paying for, and carry them through renewal.
BACKGROUND
Organizational change is the degree, not a side interest.
I came to this work through leadership and evaluation rather than through a certification mill, which is why what I build tends to be measurable rather than merely tidy.
MA, Leadership, organizational change
The structural side: how organizations actually change, and why most attempts don’t.
Graduate certificate, program evaluation
I can tell you whether what I built is working, and show you how I know.
Professional coach training
Where the diagnostic approach comes from. Listening properly before proposing anything.
Diploma, outdoor leadership
Leading people through unfamiliar conditions with what you actually have. Same instinct, different terrain.
I build the people side of the operating structure. I’m not a compliance specialist, and for employment law I’ll tell you to go get one.
Knowing the edge of the work is part of the work.
A short call, no scope and no proposal attached. If it isn’t my kind of problem I’ll say so and probably know who to send you to.
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