Partnering With Organisations
I work directly with organisations as an embedded or flexible partner during periods where leadership, people and organisational priorities need to move quickly and clearly.
With over 16 years’ experience in leadership and the People & Culture space, including operating at Chief People Officer level, I’ve worked across complex, fast-moving environments where the gap between strategy, leadership and execution becomes most visible.
I’m typically brought in when internal capacity is stretched, priorities are shifting, or the work doesn’t sit neatly within an existing role - but still requires experienced judgement.
How I Work
I work alongside organisations during periods of high growth, change and complexity.
I step in where more clarity and momentum is needed, often working across People & Culture and leadership projects, partnering during change and growth periods and to partner on delivering people and culture priorities.
My involvement is flexible, depending on the context and what’s needed.
That can include:
Short-term, focused engagements around a specific challenge or transition
Ongoing support during periods of growth, change, or increased complexity
Working alongside leadership on a consistent basis (e.g. one day per week)
Embedded roles for a defined period (e.g. 3–6 months) where additional senior capability is required
FAQs
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Often during periods of change - growth, restructuring, or shifts in how the business operates.
Sometimes that’s when things aren’t working as well as they should. Priorities are competing, decisions are slowing down, or alignment is harder to maintain.
In other cases, organisations bring me in earlier, at the outset of a transformation or change initiative - to help shape the direction, set it up well, and guide the work as it unfolds.
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I typically support scale-ups, small-to-mid-sized and enterprise level businesses that are growing quickly and need support with leadership teams and organisational transformation.
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There’s no fixed model.
Engagements are shaped around what the organisation needs, but are usually hands-on, flexible and evolve as the work unfolds.
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That’s great- I often work alongside existing People & Culture teams. I’m here to enhance your internal capability, not replace it.
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Yes.
Coaching is often a core part of the work - particularly during periods of change, where leaders are being asked to operate at a different level.
I work with leaders individually and as a team, helping them think clearly, navigate complexity and adjust how they lead in practice.
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It varies depending on the nature of the work.
Some engagements are more focused over a defined period, particularly around a specific change or project. Others run over a longer timeframe, where there’s ongoing complexity or a need for continued support.
In most cases, the work evolves as the organisation and leadership team do.
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The best place to start is a short conversation.
You can book a 30-minute call to talk through your situation, or reach out via email if you’d prefer. From there, we can decide whether it makes sense to work together and what that might look like.
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Typically both.
The work often starts with the leadership team, but extends into structure, roles and how leadership shows up across the organisation.
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No.
The Curious Leadership is not a traditional HR consultancy or general coaching service. The work focuses on both organisational structure and the leadership dynamics that determine whether change is successful.
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Traditional approaches tend to focus on structure, process and delivery.
My work also looks at the leadership dynamics underneath - how people think, interact, and make decisions - because that’s often where change either lands or stalls.