It’s both the name of my business and the philosophy behind how I work.
Lasting change starts with people — their needs, relationships, and lived realities. From there, we design processes that actually support them. Only then do tools, systems, or frameworks make sense.
People first. Always.

I work with teams and leaders navigating periods of change: growth, restructuring, uncertainty, or ongoing friction that no one has quite been able to name or resolve.

Most of my work is with tech-forward organizations and cross-functional teams in operations, design, engineering, and product, but the patterns I work with show up everywhere.

My work generally shows up in two ways:

Embedded support for teams in transition
(often fractional or time-bound)

Coaching and advisory support for leaders navigating complexity

Both focus on clarifying how work actually gets done, untangling dynamics, and helping teams move forward in a way that’s sustainable.

Embedding means I don’t stay on the sidelines. I work alongside your team — observing, listening, facilitating, and helping translate between people, priorities, and constraints.

I’m an outsider with skin in the game: close enough to understand what’s really happening, far enough away to name what others can’t.

I don’t lead with a framework or a pre-packaged solution.
I start by understanding the real problem — including the human dynamics shaping it — and then determine what tools, structures, or changes actually make sense.

Frameworks can be useful. They’re just not the point.

Glue Work is the often invisible labor that holds teams together — mentoring, coordinating, smoothing friction, preventing problems before they escalate.

It’s essential to team health and performance, yet rarely named, rewarded, or distributed equitably. Making this work visible is one of the throughlines in everything I do.

Yes. It’s available as a self-guided toolkit for teams and leaders who want to go deeper.
On the site, it’s positioned as a resource rather than the center of my client work. When relevant, it often supports or complements engagements rather than replacing them.

Yes. While my background is rooted in tech and high-growth environments, the challenges I work with — unclear roles, misaligned priorities, invisible labor, stalled decision-making — exist across industries.

If your work depends on people collaborating well, it’s likely relevant.

Pragmatic, grounded, and direct — with a strong dose of compassion.

I ask good questions, name the unspoken, and help people move from insight to action. Clients often say it feels relieving to finally talk about what’s actually happening.

My work tends not to be a fit for organizations or leaders who:

— Are driven primarily by ego or status

— Want performative change without real disruption

— Protect the status quo at all costs

— Believe dashboards and reports matter more than meaningful progress

— Are looking for a silver-bullet framework to avoid hard conversations

And that’s okay — clarity goes both ways.

Yes. I offer free, low-pressure discovery conversations to see if working together makes sense.
No pitch deck. No hard sell. Just a real conversation.

Yes. I speak and facilitate on topics including:

— Glue Work and invisible labor

— Team dynamics and decision-making

— Leadership in the messy middl

— Designing systems that serve people

Talks, offsites, and internal sessions can be tailored to what your team is actually navigating.