From overload to ownership
Your team is growing. The ways of working haven’t caught up. We get under the bonnet, untangle the wires and make sure the engine is fit for purpose. So that your team take more ownership, delivery keeps moving, you ship consistently and stop firefighting.
If you’ve scaled past 20 people, you might recognise this:
The informal ways of working that got you here, fast, founder-led, held together by instinct, start breaking down around 20–30 people. Not dramatically. Quietly.
You might start noticing:
– Decisions slow down or pile back up on your desk
– Ownership blurs: “I thought you were handling that”
– New hires take months to figure out “how we do things here”
– Your best people are being stretched thin holding things together
– Cross-functional work stalls because no one’s clear who decides
Founders feel it first. Teams feel it everywhere.
Ways to Work Together
Untangle Sprint (4 Weeks)
RECOMMENDED STARTING POINT
The fastest way to surface what’s slowing your team and leave with quick wins already in flight. You articulate what you expect from your team. I guide them to match that clarity. Together we surface what’s slowing things down, co-create the change, and get 5+ live quick wins before the sprint ends.
We Untangle the wires whatever stage you are at
For founders ready to go deeper and start implementing solutions. Each month, we address one core challenge: how decisions get made, how new people find their feet, how work gets handed off, how teams stay aligned. We map reality, then improve it together.
Untangle Accelerator (90 days)
Untangle Partner (6 months)
For founders who want an embedded leadership partner as they scale. I work inside your leadership team to make sure the systems you’ve built keep running as the business grows. Old patterns get caught early. New challenges don’t derail what’s working. You stay focused on growth not firefighting the same problems twice.
Why this matters now
The friction you’re experiencing today, slow decisions, unclear ownership, delivery that still needs you only gets more complex as you scale.
You can ignore it and hope it fixes itself.
It won’t. It’ll just get more expensive to address later.
Or you can design the ways of working now that let you scale sustainably. That’s what I help you do.
Your people aren’t slowing you down. The way work gets done is.
Most scale-ups invest heavily in two things: the right tools, and the right hires. But they under-design the third, how their teams actually experience ownership, responsibility, and clarity day to day.
When that’s invisible or assumed, everything else strains. No matter how good the tech or the talent.
The unwritten rules, unclear ownership, and informal habits that quietly shape how decisions get made and how work moves, when those go unexamined, everything else strains.
What we uncover together
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Who does what. What “good ” looks like. How work gets handed over.
You stop being the person everyone pings. -
Stop every choice bouncing back to you. Who decides what. When you step back.
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No more "one wrong hire kills us". Who to hire next. How they ramp fast.
How every engagement works
I don’t believe in one-size-fits-all frameworks. Every scale-up’s ways of working are unique. But the process of understanding and improving them follows a proven pattern.
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We start by understanding what’s actually happening, not what’s written in decks or process docs. Interviews with key people across teams, observing where work slows or bounces back, targeted questions to surface friction, duplication, and invisible labour.
→ Outcome: Clarity on where energy is leaking and why.
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Together, we define the real problem to solve and just as importantly, what not to tackle yet. We identify bottlenecks, decision failures, ownership gaps, and invisible labour. This prevents over-engineering and keeps focus on what will unlock the most momentum.
→ Outcome: A clearly scoped challenge aligned to current business priorities. A visible map of friction, risk, and opportunity.
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We map how work actually flows (vs. how you think it flows). Cross-team handoffs, decision points, communication patterns, where tribal knowledge lives. This gives you a picture grounded in reality, not assumptions.
→ Outcome: A clear picture of how work moves through your organisation what’s working, and what’s quietly breaking.
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We explore options, not assumptions. We design and test practical solutions, then prioritise by impact vs. drag. The result is not a wish list, it’s a roadmap.
→ Outcome: A realistic, prioritised Action Backlog, what to address first, second, third.
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Meaningful change requires repeatable habits, not just documents. I support leaders to embed new ways of working into behaviours, rhythms, and expectations and adapt them as the organisation grows.
→ Outcome: Change that holds under pressure, not just on paper.