Plain-language definitions of the ideas behind my work.
An evaluation of whether an organization can take on major change and make it stick. For executive teams it covers leadership alignment, strategy, AI and automation, work design, skills, structure, and culture, not only data and technology. AI readiness is one part of it.
A fixed-scope, three-to-four-week transformation readiness assessment for executive teams. It gives an evidence-supported view of readiness across six areas, including AI readiness, and recommends the depth, urgency, and pace of transformation work, with a 90-day action plan the client owns.
An experienced executive who leads a transformation part-time or for a defined period, embedded with the leadership team, instead of a permanent full-time hire.
A senior leader who works part-time, typically one to four days a week, as part of a company's executive team for a defined period.
A senior leader who works full-time for a defined period, usually to fill an open seat or lead a major change, with a planned handoff.
My flexible framework for considering six areas of change, adapted to each company rather than followed as a fixed program.
A leadership-development framework built around six human capabilities that complement AI rather than compete with it: Judgment, Curiosity, Communication, Empathy, Systems Thinking, and Courage.
The thesis that, as AI absorbs execution-level work, the durable value of leaders and knowledge workers shifts toward judgment, framing, stewardship, and direction, if leaders design for it.
Share a little about the decision, challenge, or change ahead. We can start there.