OPERATING MODEL
When the structure blocks the strategy.
I untangle what's knotted so your organisation can move at the pace your strategy demands.
TRUSTED BY . . .
The problem.
The problem.
The organisation keeps getting in its own way.
The organisation keeps getting in its own way.
Decisions need five approvals. Nobody knows who owns what. Teams navigate the system instead of doing the work.
You know the strategy is right. The organisation won’t let you deliver it.
That’s fixable. And faster than you think.
I design operating models that actually work – built with your team, not imposed on them.
What actually happens.
Diagnose. Where’s the friction? What’s slowing you down? What’s the root cause?
Design. New structure, decision rights, ways of working. Built with your team, not imposed.
Implement. Phase by phase. We release value as soon as it’s ready.
Typically 6–12 weeks, depending on scope.
What we look at.
A successful operating model addresses all five – as an integrated system.
Structure
Who reports to whom - and why.
Decisions
Who can say yes without asking.
Processes
Where work flows and where it sticks.
Meetings
What's useful. What's theatre.
Behaviours
What actually gets rewarded.
Structure
Who reports to whom - and why.
Decisions
Who can say yes without asking.
Processes
Where work flows and where it sticks.
Meetings
What's useful. What's theatre.
Behaviours
What actually gets rewarded.
Is This Right For You?
This is for UK leadership teams who know something’s not working – even if they can’t quite name it.
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Your strategy is outpacing your ability to deliverTeams spend too much time navigating the systemGrowth has created complexity that's slowing you downYou've tried reorganising before and it didn't stickYou're preparing to scale and need the structure to support it
Whether you’re transforming enterprise-wide or redesigning a single function, I meet you where you are.
How We Work Together
A Proven Approach, Tailored to Where You Are
PHASE 1
Where's the friction? What's the root cause?
PHASE 2
What does good look like? What are the guiding principles?
PHASE 3
Create your target model – structure, processes, ways of working.
PHASE 4
Roll out in phases. Release value as soon as it's ready.
PHASE 5
Build capability for continuous improvementt.
You decide how much support you need at each phase.
Why This Approach Works
Built With You
Designed with your team, never imposed. That's why it sticks.
Everything Moves Together
Structure, processes, technology, talent, culture — all aligned.
Pragmatic, Not Perfect
Designed around your actual constraints.
No ivory tower solutions.
Zero Dependency
Success is when you don't need me anymore.
I build capability in your team, not dependency on me. That's why it sticks when I leave
What Leaders Say
Clarity, Pace & Lasting Change
If this resonates, let’s have a conversation.
30 minutes. Just to understand what's going on and whether I can help.
Questions I often get
Questions I often get
Typically 6–12 weeks, depending on scope. We'll agree the timeline upfront based on what you need.
Only what's broken. Sometimes it's a full restructure. Sometimes it's just decision rights and meeting rhythms. We start with the diagnosis.
Not necessarily. Operating model work is about how the organisation works, not headcount. If there are people implications, we'll handle them properly.
By building the new model with the people who'll live with it. Not consulting them after the fact – involving them from the start.
Then we'll learn from what didn't work. Usually the issue is implementation, not design. This time we'll make sure it actually lands.
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Bespoke Growth
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