“We are all finally judged in the end by our ability to deliver, not by the quality of our decision-making.”

~ Almeric Johnson ~


My passion is to share my experience of successfully leading and managing major organisational and personal change programmes. To enable individuals, teams, workgroups and the whole organisation to succeed. Using an organisational led approach enables you to reduce complexity, to identify any underlying problems, facilitates decision-making and importantly, their effective implementation.


To prevent failure when leading and managing change, it is essential the organisation, affected individuals and teams, make the transition from one performance culture to another. This is successfully achieved by working through the organisational issues and change process coupled with supportive coaching to enable individuals and teams to make their own transition in line with the identified organisation’s performance needs.

Directly Transferable Benefits

  • Improving the ability to successfully lead and manage transition for change.

  • Reducing complexity of the organisation enabling you to directly transfer any performance improvements into your organisation.

  • Significant cost saving through the reduction of dysfunctional practices.

  • Developing a continuous review and learning performance culture.

  • To develop the capacity to provide sustainable solutions to multiple problems simultaneously. 

  • To reduce dysfunctional organisational decision-making.

  • Improved communication through the development of a common organisational dialogue that everyone understands and can own.

  • Reduces stress and anxiety and absenteeism.

  • Improved recruitment and retention.

  • Individuals become self-motivated, effectively solving presented problems.

  • They develop the ability to reduce interpersonal and interdepartmental conflict.

  • Improved personal, team and organisations communicating.  

  • They become a better team player.

  • They are able to use an organisational approach to resolve conflicts of interest. 

  • They can reduce role ambiguity.

  • Deal with personal issues limiting beliefs undermining their performance.

  • They develop career-enhancing competences. 

Teams and workgroups
  • With the improved individual self-motivation and developed organisational awareness teams improve their ability to contribute effectively.

  • They develop the ability to not only resolve interpersonal conflict they are able to apply their skills to inter-team conflict enabling them to support and reinforce each other’s performance contribution. 

  • Improved inter-team collaboration and collective performance contribution to the whole organisation.