Your organisation is capable. The system around might not be.

Your best people are exhausted. Decisions take weeks. And something keeps dying between kickoff and delivery.

That's a systemic challenge, not people problem…

Milica Lubinić

Building organisations that are fit to grow

Growth stalls and you're explaining it away…

Stacked blocks connected by cables to a single block at the top, a bottleneck moving up a level
"We just need to hire two more senior people."

You hired them. The bottleneck moved up one level. The issue was never headcount, it's decision making.

Team meeting at one end of a long boardroom table while the other end sits empty
"That implementation failed because of timing/market/team."

Notice the pattern: initiatives start with great energy and quietly disappear. Because no one ever owned the idea.

Team at a strategy offsite in front of whiteboards with vision, roadmap and team goals
"We had a great strategy offsite. People are aligned."

Six weeks later: same firefighting, same escalations, same three people carrying everything.

Alignment that doesn't change Monday morning behaviour isn't alignment.

The cost isn't visible on a dashboard. It shows up in your best people burning out and your competition moving faster.

These aren't edge cases.This is what scaling actually looks like…

  • Growth issues

    Structure that hasn't caught up with scale or market changes, acceleration.

  • Broken Decision-Making

    Decisions that land on the wrong desk or just take too long.

  • Shifting Priorities

    Everything is urgent. Nothing gets finished.

  • Change Doesn't Stick

    The initiative launched. Then quietly disappeared.

  • Leadership Not Working as a Team

    Individually brilliant. Collectively stuck.

  • Lack of alignment

    Everyone agreed in the room. Nobody moved the same direction after.

I leave you with an organisation that works differently,
not a report or a predefined framework

Organisational Diagnostics

Clarity on what to fix, in what order, and why. Not a generic report, but a precise read of where your organisation is actually stuck.

Transformation Programs

Change run end-to-end and the capability to sustain it.

When I leave, your people can run it themselves.

Leadership & Team Effectiveness

Working directly with the people who need to own the change. Because they're usually the ones least prepared to lead it.

Transformation Programs

Running change end-to-end and building the capability to sustain it.

I manage the program and stakeholders, but critically, I also build change capability inside the organisation. Key people are taught and mentored to manage complex change themselves, so the transformation doesn't leave when I do.

Before you run another transformation - here's what the data says about why they fail.

~70%

transformations do not achieve the planned benefits

Main reasons: people's resistance, poor communication, too much control, slow decision-making

McKinsey & Company

2.7x

greater chance of success for those organizations that work through small experiments and iterations.

Harvard Business Review

$$$

The biggest hidden cost of transformations (that can lead to fail) is not the wrong decision - but the slowness of decision making

PMI / McKinsey

Perfect match - Who I Work With

You'll know if you're at an inflection point. Things that used to work have quietly stopped working. The old fixes aren't enough anymore.

I work with companies between 80–1,000 people primarily in tech, but also insurance, manufacturing, retail at exactly this moment.

The person who usually calls me is CEO, COO, HR/People director, partner, someone who knows something needs to change but isn't sure where to start, what to fix first or whether what was already tried will actually stick this time…

  • Tech
  • Manufacturing
  • Retail
  • Insurance

Why Me and Not Another Consultancy

Most consultants bring either the structural side or the human side. I bring both and here is how that looks like in practice:

Mapping before prescribing

I map the actual landscape of constraints, dependencies, and possibilities first, not diagnose organisations through a fixed framework and then apply a standard solution. The intervention design follows from that mapping, not from a methodology handbook (Cynefin & Estuarine Mapping)

Certified Change Practitioner (APMG)

Change management is how I design the whole program, from the first conversation with leadership to post-launch adoption. It's not just a phase we rush through.

Systemic Team Coaching (AoEC) & ICF ACC

I work at the individual, team, and system level simultaneously. That means the leadership team that needs to own the change is being developed throughout the program, not just briefed on it.

15 Years Across 5 Industries and Geographies

The patterns I recognise in manufacturing are the same ones I've seen in fintech and insurance, wearing different clothes. That cross-industry lens is genuinely rare.

Customer success stories

The CEO wasn't calling because something was broken. He was calling because he knew where he wanted to take the company and kept hitting the same wall every time he tried to move.

Before

Scattered initiatives. No shared view of priorities. Most decisions escalating to C-level by default.

Lack of ownership.

What we did

Full diagnostic with 100 people leading to prioritisation and four concurrent workstreams over 4 months. Running through experiment (pilot), and closing with solution scaling and roll out.

After

  • Every initiative in the organisation lived in one place - visible, prioritised, and connected to strategy.
  • Decisions started being made at the level where the work actually happens, not escalated upward by default.
  • Delivery teams moved from reactive to proactive - fewer interruptions, clearer commitments and ownership, higher follow-through.
  • Leadership reported better visibility and predictability across the portfolio.

Let's dig into your system together and fix it.

Just reach out any way that suits you best, and lets have a casual chat to understand if and how I could help…

Book a quick online chat