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For organizations

When the people side of your business isn’t working, or won’t be ready in time.

I work out what’s actually holding a problem in place, then work directly with your managers and their teams to change it. In their real work, alongside the training you already have.

Book a 30-minute call →

Sound familiar?

  • Training isn’t changing day-to-day behavior.Your people have been trained and know what to do. Working practice hasn’t moved. I find what’s preventing it and help managers and teams put the learning into practice.
  • Managers have become the bottleneck.They keep solving problems and taking over their people’s work instead of developing them. Performance conversations change little, feedback leaves expectations unclear, and disruptive behavior goes unaddressed.
  • AI investment isn’t translating into everyday use.The tools are in place, the change process is running and people have had the training, but everyday work hasn’t changed much. I find what’s actually getting in the way and help leaders and teams turn AI’s potential into practical use.
  • A new team has to deliver before it has learned to work together.Specialists get brought together faster than anyone establishes how they will operate, often with a technical expert newly in charge. I help the leader build psychological safety, clear expectations and accountability from the start.
  • Conflict between teams is slowing execution.Groups that depend on each other can’t agree priorities or share information, so decisions stall and work gets duplicated.
  • Damaged trust is stopping people working together.After a strike, restructure, layoffs or long-running conflict, people won’t speak openly or back new initiatives. I help leaders rebuild working relationships while keeping expectations and accountability clear.

How I help

I work out what’s keeping the problem in place, then work directly with the leaders and teams responsible for changing it.

The work combines consulting, coaching and practical teaching, with support while the changes are put into everyday practice. Sometimes that’s one-to-one with managers, sometimes it’s their whole team, usually both. Either way the change shows up on a normal Tuesday, not just in a workshop.

Clients have seen stronger customer engagement, greater willingness to take on demanding work, closer collaboration between teams, and problems raised early enough to solve them.

Programs

When your organization has invested in AI but people aren’t putting it to use, or you’re about to introduce it and want to get the people side right.

The Humaning Side of AI

A 60 to 90 minute session, or a three-part program. Either way, it’s hands-on. People work through their own hesitations, try AI on real tasks in the room, and talk through what happened. Nobody sits through another presentation about what the technology can do.

I find what’s getting in the way and help teams discover where AI can make their everyday work better. The program moves from understanding what’s happening, to experimentation, to learning what works and building on it. For larger groups I bring in facilitators.

What changes: people move from knowing what AI can do to confidently using it in their real work, with practical ways to keep improving.

Talk about this →

When you want to start on something real rather than a proposal.

A Working Session

Half a day with your management team. They bring the problems they are actually dealing with and we work them live. You get a short summary of what I saw and what I would prioritize.

What changes: the team leaves with practical next steps on a problem they are facing right now.

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When the same performance problems keep coming back after you have addressed them.

The Engagement

Eight to twelve weeks. I work out what is holding the problem in place, then work directly with the people involved while they change it.

What changes: two or three specific behaviors are different, and you have a practical way to see whether they are sticking.

Talk about this →

When your managers are still doing the work instead of developing their people.

The Heart of Leadership

Six months. One-to-one coaching for each manager, plus sessions with their team, assessed before and after.

What changes: managers develop instead of fixing, give feedback that lands, and the team takes more ownership.

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All four are adapted to your team’s size, schedule and priorities. Sales teams can add sessions on customer conversations, and focused work on feedback and difficult conversations can be built into any of them.

Client stories

“I’ve been a B2B sales leader for a long time, most training on the market is a flash in the pan leading to nominal improvement. Kip’s root-cause focused, no-nonsense yet relatable approach with research backed strategies is different, efficient and impactful.”
Matt DesBrisay, B2B sales leader
Global pharmaceutical company

From one sales meeting to a two-year program

Coaching for 14 sales leaders and training for 180 reps. Two years on, it’s how they work.

Read the story → Global pharmaceutical company, medical

Medical expertise that counted

Doctors asked for more meetings and stayed longer. Senior leaders could finally explain the team’s value.

Read the story → International non-profit

Keeping experience as leadership changed

A four-day retreat and six months of coaching. Years later, they still run the retreat every year.

Read the story → Global event production company

An event people dreaded, now one they want to work

An assignment people avoided became one of their favorites.

Read the story →
Organizations I’ve worked with
  • AstraZeneca
  • AbbVie
  • Pepsi
  • The Home Depot
  • Ford
  • RE/MAX
  • YMCA
  • BGC Canada
  • M.A.G.I.C Clinic
  • Vibrant City Events

How it works

  1. Find what’s keeping it in place. I talk to the people involved, including the ones nobody has asked, and where I can I sit in on the meetings and one-on-ones where the problem actually shows up.
  2. Agree what has to change. With you, I set out what people need to do differently, what support or structural change that needs, and how we will judge progress.
  3. Work with the leaders responsible. Consulting, coaching and practical teaching, built around the situation in front of them rather than a curriculum.
  4. Apply it in the real work. They use it in their actual meetings, conversations and decisions. We take apart what happened, deal with the resistance, and adjust.
  5. Make it hold. I stay involved while they practise, so the change survives after I leave.

Questions

Does this replace our training?
No. It helps managers use what they’ve already learned.
How do we know it’s working?
We agree up front what should be different and how we will see it. Where the work includes individual coaching, every manager is assessed before and after.
Is it confidential?
Yes. Where past clients are happy to talk, I’ll connect you.
In person or online?
Both. Usually a mix.
What does it cost?
It depends on the team. You get a clear fee after the first call.

Book a 30-minute call

Tell me what needs to change. We’ll talk about what’s happening, what you’ve already tried, and whether I can help.

Book a call →