We support leadership and functional teams navigating change who need clarity on how work will happen, who owns it, and how decisions will be made across roles and teams.
This work closes the gap between strategy and execution.
Phase 1.
Leadership Team
Facilitated working sessions with your core leadership group, with one-on-one coaching threaded between them.
Phase 1 runs until the group reaches a working threshold of alignment on the definition and on who owns each part, assessed jointly: our read of the room, and your leaders seeing and buying into their own shift. Teams typically start much further from alignment than they expect. That is normal, and it is the point
Phase 2.
The Cascade
Phase 1 Cascades through your organization's layers.
The working definition and role clarity move to the next layers of the organization, and, distinct from the cascade itself, we work out the collaboration mechanics: how the newly clear teams and roles operate together. Duration scales with your organization's depth, not with a package.
You have already decided to change.
What is missing is shared understanding and ownership.
The best time to hire us is before your project starts, the second best time is when:
- Leadership teams are not aligned on priorities or direction
- Roles, responsibilities, or decision rights are unclear
- Work spans multiple teams or functions
- Teams are duplicating effort, while critical work is missed
- Leaders believe clarity exists, but teams are still waiting for it
- Momentum is expected, but the reality is something different
Leadership teams come to this work when priorities compete and nobody is wrong, when roles blur after growth or restructuring, when the same decisions keep getting revisited, or when leaders believe clarity exists but their teams are still waiting for it.
Engagements may be one-off or structured over time.
Typical work includes:
→ Targeted discovery and leadership conversations
→ Facilitated working sessions focused on alignment and decision-making
→ Clear outcomes leaders can carry forward without ongoing facilitation
This is practical, focused work designed to move teams forward.
Book a ConsultationThe Facilitation Process
Lisa works with leadership and functional teams through a structured, insight-driven facilitation process designed to create clarity, alignment, and forward movement during change.
1. Discovery & Leadership Context
Understanding what is happening now, including the broader change context, leadership dynamics, and where clarity, alignment, or ownership are breaking down.
2. Stakeholder Conversations
Confidential conversations with key stakeholders to surface what isn’t being said in meetings, where perspectives differ, and what is quietly slowing progress.
3. Change Insight & Direction
A clear, grounded view of what needs to shift for the work to move forward, spanning leadership behaviours, role clarity, decision rights, and structural considerations.
4. Facilitated Working Sessions
Purposeful working sessions with leadership teams and project or functional teams focused on real decisions and shared commitments.
Each session builds on the last, helping teams align on:
→ What success looks like
→ Who owns what
→ How decisions will be made
→ How they will work together
5. Leadership Support & Accountability
Ongoing support for leaders between sessions, focused on the human side of leading change, including presence, communication, self-awareness, and relationship dynamics.
What does this create?
- Alignment across leadership and teams
- Clear accountability
- Faster decision-making
- Reduced friction/conflict
- Stronger collaboration and partnership
- Greater return on change initiatives
We Went From Constant Firefighting to Feeling More Proactive.
I was leading the largest change initiative I had ever led, and honestly I was drowning. Competing priorities, impossible timelines, workstream conflict. Lisa came in as both a strategist and coach. She helped us build a change strategy that was rigorous but not rigid, and coached me through the decisions I was avoiding. Within three months, we went from constant firefighting to feeling more proactive in leading the various elements of the change. My team felt more connected, and I stopped waking up at 3am.
Rachel T.
Book a Consult
The first conversation is a working session in miniature about how your team operates.
Most leaders learn something before the call ends.
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