About
You’re a newly appointed CEO wrestling with the disruption and complexity from major change. Stakes are high, pressure’s on, all eyes are on you to deliver.
The leaders who thrive in these situations are the ones who get the support they need.
I support CEOs through complex organisational change, and I see the same issues arise time and time again.
Pressure manifests as duplicated work across functions, decisions being revisited repeatedly. Everyone is busy, everyone wants more resource, but nothing improves when it comes to your bottom line.
As CEO, you can’t understand why your capable team can’t get things done.
Throwing more resource at the issue doesn’t fix it because the root cause is leadership misalignment, not capacity. Rather than self-medicating with off-the-shelf training (or throwing more people at the problem), get the proper diagnosis you need.
What’s causing this organisational misalignment and what do you need to do next?
I support CEOs through growth, merger, and change.
Find out what’s causing organisational issues with a Leadership Alignment Discovery, co-design and implement solutions with my support, and embed change with leadership coaching.
When leaders get to the bottom of what’s causing organisation misalignment, and fix these issues at the root
Your bottom line improves
- P&L trends in the right direction
- Productivity increases
- Absenteeism reduces
- Key talent sticks around longer
Your business gains renewed energy, confidence, and a competitive edge
- As CEO, you’re no longer a bottleneck for decisions
- Decision making is faster, trust is higher and organisational cohesion is stronger
- Performance conversations happen as a matter of course
As an experienced consultant, I support CEOs through complex organisational disruption and change.
When I think about what I do now, I realise the seeds were sown early on when my parents impressed upon me how important it is to do something meaningful that you love.
My dad was a doctor and my mum was an entrepreneur. Now I run my own business as a “specialist to organisations going through tumultuous change”. I help CEOs diagnose issues holding organisations back from success, work together to come up with solutions, and help embed that change.
I learnt how to support organisations experiencing significant change through my time working in People and Culture and project roles for major British banks, such as Royal Bank of Scotland, NatWest, and Barclays and in Senior Professional Services roles for KPMG New Zealand, Accenture, and DLA Piper.
Having sat on both sides of the table both as an internal people and culture leader, and as a Human Capital Transformation consultant, I saw firsthand the difference between firms that resource change properly and those that do not. I learned what makes organisational change stick, and what causes it to fail.
Tilly at the beach
Soaking up the fresh air with a favourite furry family member
The five of us
Our crew. A few years ago now.
With Harry at College in the US
This one keeps me on my toes (literally and figuratively)
Professional Experience
- DLA Piper: COO and Head of HR, New Zealand and Australia
- KPMG: Head of People, Performance and Culture
- Accenture: Human Capital Transformation Consultant
- Royal Bank of Scotland, NatWest and Barclays: People and Culture project roles
Qualifications
- LLB / BCom, Admitted to the Bar 1998
- Qualified Team and Executive Coach
- DISC and Human Synergistics Accredited
Inexplicable outbreaks of insanity
- Completed NZ Coast to Coast 2000
- Survived Outward Bound NZ (2000), and learnt the ropes of experiential learning
In my clients’ words
The sessions provided a strong platform to continue our leadership development journey, strengthening alignment and accountability across the Executive Team and business. Building leadership capability is not a standalone people initiative; it is fundamental to delivering our strategic priorities, driving performance and achieving sustainable business outcomes.
Libby was patient and thoughtful and was able to get to the core of some complex topics quickly. She held me accountable to my answers and helped me implement useful strategies into my weekly routine. I particularly like how she never fed me the answer — she coached me to get there independently.
Work with me
Whether it is coaching a single leader or aligning an entire leadership team, the first step is a conversation about what your organisation needs.