In professional service firms — consulting firms, advisory practices, law firms, and research and policy labs , leadership teams often struggle with alignment, decision-making, and authority. This is often the result of a structural tension between expertise, autonomy, and collective leadership. This story of the Managing Partner of a global impact finance consulting firm is a good example of how this plays out on a day-to-day basis. She expected the hard part of her day to b

Retreats demand one of the biggest investments of leadership time and energy. This article explains how poorly designed retreats waste that investment, and what it takes to make them catalytic instead of costly.

This article explores why true succession planning means preparing the system, not just the successor.

Most leadership teams are getting better at optimizing execution, moving faster, and delivering sharper updates, but in today’s volatile and complex world, efficiency isn’t enough.

Not every leadership transition is high-stakes. But some are more than we realize. Leadership transitions are often treated as standard career events. When someone moves up, over, or into a new context, we offer a warm welcome, a 90-day plan, and hope they find their footing quickly. However, in my experience, coaching and advising leaders and leadership teams across various sectors and continents, I have found that some transitions carry far more risk, pressure, and complexi

Transformation doesn’t fail because of weak strategies, it stalls when leadership stays still. This article explores the hidden gap between system-level change and leadership evolution, revealing why even the most well-intentioned transformations falter when old habits persist. If your organization is navigating deep change, the real question might not be what needs to change, but who is truly adapting.