Marketing strategy and execution services, drawing on experience leading marketing functions at PE and VC-backed companies as well as cross functional teams within enterprise organizations. Here's how the different engagement models work:

Project-based work has a defined scope, timeline, and deliverable - like developing a go-to-market strategy, launching a new product, or executing a specific campaign. You get focused expertise for a particular initiative with clear beginning and end points.

Freelance work is more task-oriented and flexible - think content creation, campaign execution, or ongoing marketing activities where you need skilled execution but not strategic oversight. It's typically shorter-term with less integration into your team.

Fractional marketing means I become part of your leadership team for an ongoing period, typically 10-20 hours per week. I'm not just executing tasks - I'm thinking strategically about your business, participating in leadership meetings, building systems, and taking ownership of marketing results. It's the difference between having someone do marketing for you versus having a marketing leader on your team.

Often, companies start with project work to solve an immediate need, then move to fractional arrangements as they recognize the value of having consistent marketing leadership without the cost of a full-time executive.

Team leadership development focuses on building both "healthy" and "smart" leadership teams. A smart team has clarity around vision, strategy, and operations. A healthy team demonstrates trust, healthy conflict, commitment, accountability, and results focus. We help companies align these elements to drive sustainable business performance, especially during growth phases, leadership transitions, or when teams feel stuck despite having the right strategy. Think of it as an adventure in discovering what your team is truly capable of achieving together.

While executive coaching focuses on individual leader development and HR initiatives often include corporate policy and process, team leadership development takes a systems approach to team dynamics and business alignment.

We start with your business goals and design solutions around them, working with your entire leadership team to create sustainable change that impacts both culture and results. As the lead facilitator - I'm not afraid to ask the questions others might avoid or point out the patterns that everyone sees but no one wants to address. Sometimes the most gracious thing we can do is have those honest conversations that unlock real progress.

The most common issues include:

-leadership teams operating in silos rather than as a cohesive unit

- members prioritizing departmental performance over overall business results

- unclear or competing priorities across departments

- lack of shared business metrics

- inconsistent company vision and communication

- lack of accountability systems that drive results

- communication breakdowns during rapid scaling

- difficulty maintaining culture and alignment as headcount grows

- preparing for significant transitions like acquisitions, mergers, or new funding rounds.

We offer two main engagement levels based on your needs and timeline:

Half-Day Clarity Sprint Includes pre-work surveys and focuses on immediate priority alignment. Ideal for urgent decisions or quick team recalibration when you need fast clarity on specific issues.

Comprehensive Engagement
Includes personality assessments for key leaders, team metrics evaluation, leadership team workshops, and delivery of a custom team leadership playbook. This playbook becomes your team's reference guide covering the six critical questions every leadership team must answer, healthy conflict and decision-making processes, meeting rhythms that drive results, accountability systems, communication protocols, and tools for maintaining team effectiveness during growth.

Engagement timeline varies but typically starts at 6 - 12 weeks depending on size of team, logistics and internal urgency.

Success Metrics & Tracking We define success metrics at engagement start, which can include finalizing leadership team structure, increasing project completion rates, reducing meeting time while improving decision quality, improving employee engagement scores, achieving revenue or EBITDA targets, or successfully completing major transitions. Progress is tracked through regular check-ins and post-engagement surveys.

We work closely with existing HR teams and view them as critical partners in implementing leadership team changes. Our role is to provide strategic guidance and facilitate leadership team development, while HR teams handle policy implementation, individual performance management, and day-to-day people operations.

As an outside facilitator, we provide the objectivity needed to address sensitive team dynamics without internal bias or personal history. All conversations and assessments remain confidential within agreed parameters. I believe deeply that every team has the answers they need - sometimes they just need someone who's not afraid to ask the uncomfortable questions and create space for honest dialogue. My job is to facilitate that discovery with both boldness and grace.

Investment varies based on engagement scope and duration. Half-day clarity sprints provide immediate value for urgent priorities, while comprehensive 3-6 month engagements offer deeper transformation and long-term systems. Fractional arrangements are structured as ongoing partnerships with defined scope and deliverables. We provide detailed proposals outlining investment, timeline, and expected outcomes during our initial consultation.

Teams typically see immediate improvements in communication and alignment within the first 30 days through clarified priorities and improved meeting structures. More substantial changes in team dynamics and decision-making quality emerge within 60-90 days as new systems become embedded.
Long-term culture and performance improvements compound over 6-12 months as the team fully adopts healthier operating rhythms.

Consider team leadership development consulting if your leadership team struggles with alignment despite having smart, capable people; you're facing growth challenges that feel more cultural than strategic; there's frustration with meeting effectiveness and decision-making speed; you're preparing for significant transitions or changes; or you want to build sustainable systems rather than just solving immediate problems.

While our expertise is optimized for companies in the Series B - MidCap range, we occasionally work with smaller high-growth companies or larger organizations on specific team or division challenges. The key factors are leadership team commitment to change, ability to implement recommendations, and alignment between our approach and your specific needs.

We start with a consultation call to understand your specific challenges, goals, and timeline. This conversation helps determine the right engagement approach and allows both parties to assess fit. From there, we develop a customized proposal outlining scope, methodology, investment, and expected outcomes. Most engagements begin with leadership team interviews or assessments to establish baseline and customize our approach to your unique dynamics.
No pressure, no sales pitch - just an honest conversation about whether this feels like the right next step for your team. If it's not a fit, I'll tell you that too.