I help established organizations identify the invisible bottlenecks that slow down their most promising initiatives, without disrupting operations.
Request a Friction Scan →"I don't just help you find the next big idea, I build the system that allows your people to find it for you."
The problem is rarely
the people.
It is the system around them.
Most organizations don't lack ideas. They lack the clarity to see where those ideas are getting stuck. Somewhere between the spark and the boardroom, momentum dies, energy leaks, and people quietly stop trying.
Before you can transform how your organization innovates, you need to understand exactly where the friction lives, who holds the keys, and what sequence of interventions will restore the flow.
Rigid processes create energy leaks, places where promising ideas stall, are diluted, or simply vanish. I map these friction points and design the unblocking strategy.
Internal founders speak Disruption. Boards speak ROI. I coach intrapreneurs to become fluent in both languages, holding executive rigor without losing entrepreneurial instinct.
Without psychological safety, risk-taking is career suicide. I build the containers where radical ideas can surface, breathe, and be tested without personal cost.
The Friction Scan is the entry point: a focused, bounded engagement that delivers immediate clarity. What comes next depends on what we find.
Most organizations don't lack ideas. They lack the clarity to see where those ideas are getting stuck. The Friction Scan is a focused, two-step engagement designed to surface the invisible bottlenecks slowing down your most promising initiatives, without disrupting your operations.
Intrapreneurs think like founders — which is both their greatest asset and their greatest vulnerability in a corporate environment. I coach your high-potentials to lead with an Iron Hand in a Velvet Glove: uncompromising in vision, elegant in how they navigate internal politics.
You cannot have intrapreneurship without the safety to fail. I build the cultural infrastructure — rituals, frameworks, leadership signals — that make intelligent risk-taking structurally safe, not just rhetorically encouraged.
I began in the foundational years of PR and became a pioneer of the interactive web, scaling digital agencies for the Publicis Group and leading regional strategies for Encyclopaedia Britannica. But my most significant discovery came later: that the most powerful operating system in any organization is the human one.
For 25 years, I have balanced corporate leadership with deep research into human potential, integrating psychology, the Enneagram, and systemic intelligence into a methodology for organizational health that no toolkit can replicate.
Today, as Founder of Strawberry Fields and architect of initiatives such as Cosearching and Divers Gens, I work at the frontier where leadership science meets collective intelligence, designing the participatory ecosystems where individuals reclaim their agency and organizations evolve into communities.
My intervention follows the exact trajectory of a venture: from sensing possibility to scaling it. I am not a consultant who observes from outside, I operate from within the same logic as the founders I coach.
I see the system as it is, and sense the spark of new energy trying to move through it. I identify where potential lives and where it is being suppressed.
I build the safe-lab environment where ideas can be tested, prototyped, and refined, protected from the corporate immune system until they are strong enough to survive exposure.
I bridge the venture back to the executive world, translating it into the language of boards, ensuring it meets corporate standards while preserving its original vitality.
Most innovation consultants work at the surface: new tools, new methods, new vocabulary. I work at the root system: the human infrastructure that determines whether any of it actually takes hold.
"Corporate stability and entrepreneurial agility are not opposites. They are the two hands of the same organization."
For decades, established organizations have been told they must choose: predictability or innovation, structure or freedom, control or creativity. This is a false dilemma, and an expensive one.
The organizations that will lead the next decade are those that learn to hold both. Not as a compromise, but as a deliberate, cultivated capacity. My work is the cultivation of that capacity, one team, one leader, one system at a time.
I draw on deep expertise in organizational psychology, enneagram typology, executive coaching, and systemic facilitation, bringing the full breadth of behavioral science to the practical challenge of corporate innovation.
Start with a Friction Scan. A focused, bounded engagement that delivers immediate clarity on where your innovation flow is blocked, and what to do about it.