Your team is not tired. It is stuck mid-conversation.
The real topic comes up in the corridor, never in the meeting. I build rooms where it comes up AT the table, with a frame that keeps it useful, and a decision written down before anyone leaves.
- 120+
- workshops facilitated
- 8–40
- people per room
- 1
- written decision, minimum, per session
the corridor topic, on the table
Formats
Rooms we can build together
Duration, rhythm and price stated on each, your budget owner will ask, so it is already written.
Career move
FeaturedGet the next role instead of waiting for it: positioning, a story that holds, applications that get answered and offers you can negotiate.
3 months8 sessions of 60 min
Executive leadership
FeaturedA confidential room to prepare the decisions, the difficult conversations and the trade-offs you cannot rehearse with your own team.
6 months12 sessions of 90 min
Career change
Leave a career that no longer fits, with a tested destination and a transition plan, not a leap of faith.
4 months10 sessions of 60 min
First 100 days
You got the job. Now survive the takeover: read the politics, pick the first battles and build the team that delivers.
100 days6 sessions of 75 min
Sustainable pace
Keep the ambition, drop the 60-hour weeks: workload triage, boundaries said out loud, and a calendar that matches your actual priorities.
2 months6 sessions of 60 min
Team coaching
For leadership teams that waste their Mondays: honest conversations, clear decision rules and meetings that end with owners.
1 quarter4 half-day workshops
How a room works
Four moves, every workshop
Hear everyone first
Individual interviews before the room. The corridor topics arrive on my paperboard, anonymised, on day one.
Name the real topic
The room votes on what actually blocks it. Usually everyone already knows, it just needed to be legal to say.
Work it, framed
Formats that keep the loud ones useful and get the quiet ones talking. Nobody gets to hide in the room, and nobody gets exposed either.
Leave with a decision
Written, owned, dated. A workshop that ends in "great energy" and nothing else is a failure, mine end in commitments.
After the room
What teams say later
Promoted to Head of Operations in 7 months
I came in wanting to “get better at visibility”, which meant nothing. Two sessions later I had a real goal, a number and a date. The plan felt almost boring, and it worked.
Retrained as a data analyst, hired three weeks after the program
The reality-testing saved me. My fantasy plan A died in week three (in an interview with someone who actually does the job) and plan B turned out to be the right one. I changed careers without burning my savings.
Signed the new role at a 22% higher package
I rehearsed the salary conversation four times before having it once. When it finally happened, nothing surprised me, I had already heard every objection, in session, from my coach playing a tougher version of my CEO.
Exec team attrition: three departures the year before, none since
The workshops were uncomfortable in the right way. The corridor conversations moved into the room, and our Monday meeting went from ninety minutes of status to forty minutes of decisions.
Who holds the room
A facilitator, not a speaker
I do not give keynotes and I do not do trust falls. I hold rooms: certified team coach, a hundred-plus workshops, and the scars of every possible way a meeting can go sideways.
Your team stays the expert on its work. I am the expert on the conversation, and on making sure it lands somewhere.
- Certified team coach
- Supervised practice
- Scale-ups to public sector
- Interviews stay confidential
Tell me about the team
Thirty minutes, free: you describe the room as it is, I tell you honestly whether a workshop will help, and which format, for how much, if it will.
- A straight answer, even if it is "you don't need me"
- A written proposal within three working days
- On site, in our room at the address below, or hybrid, whatever the team needs