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Creating Workplaces

Where Change is

Embraced and Everyone

Feels Included

With over two decades in Change & Transformation, I’ve learnt that real impactful change hinges on two core factors: People and Culture.

Welcome to my virtual workplace, feel free to tour around!

Creating Workplaces

Where Change is

Embraced and Everyone

Feels Included

With over two decades in Change & Transformation, I’ve learnt that real impactful change hinges on two core factors: People and Culture.

Welcome to my virtual workplace, feel free to tour around!

LET ME INTRODUCE MYSELF

Hi, I'm Emma! 

LISTEN. I totally get it. Selling the idea of culture during change isn’t easy. I’ve been on change squads where we felt undervalued. I’ve run workshops to gather end-user feedback, only to see leadership ignore it. I’ve worked with programme directors who focused solely on the technical side, neglecting the people-perspective.


This breaks trust and leaves teams feeling demoralised, leading to disengagement - or even worse - talented people leaving.


And the problem I still see today? Change initiatives are designed and executed without involving the very people they aim to "change," assuming everyone moves at the same pace. But we all know humans don’t work like that!

LET ME INTRODUCE MYSELF

Hi, I'm Emma! 

LISTEN. I totally get it. Selling the idea of culture during change isn’t easy. I’ve been on change squads where we felt undervalued. I’ve run workshops to gather end-user feedback, only to see leadership ignore it. I’ve worked with programme directors who focused solely on the technical side, neglecting the people-perspective.


This breaks trust and leaves teams feeling demoralised, leading to disengagement - or even worse - talented people leaving.


And the problem I still see today? Change initiatives are designed and executed without involving the very people they aim to "change," assuming everyone moves at the same pace. But we all know humans don’t work like that!

Times have changed, but change as a discipline hasn’t.


Early in my postgraduate career, I was tasked with creating a new organisational operating model, and it was awful—treating people like names in boxes, not HUMANS... It felt super transactional and hurt both the people and the overall culture.



Prioritising checklists over real conversations like that leaves no clear plan for shifting mindsets and behaviours. This leads to confusion about your future culture, setting the stage for failure.

Another big mistake—using outdated change methodologies that don't meet the needs of today's work environments.

Over time, I've evolved my skills to include remote and hybrid working, inclusion, social media, psychological safety, growth mindset, AI, sustainability, and data analytics. Why? Because I've seen projects delayed by months due to old practices that fail to mobilise people toward change.

The impact is more than just financial. Hidden costs include low engagement, disconnection, and retention issues, which inevitably affect your customers.


Bottom line? Top-down, process-focused, siloism, and isolation are bad change management. And bad change management is bad for business.

Times have changed, but change as a discipline hasn’t.


Early in my postgraduate career, I was tasked with creating a new organisational operating model, and it was awful—treating people like names in boxes, not HUMANS... It felt super transactional and hurt both the people and the overall culture.



Prioritising checklists over real conversations like that leaves no clear plan for shifting mindsets and behaviours. This leads to confusion about your future culture, setting the stage for failure.

Another big mistake—using outdated change methodologies that don't meet the needs of today's work environments.

Over time, I've evolved my skills to include remote and hybrid working, inclusion, social media, psychological safety, growth mindset, AI, sustainability, and data analytics. Why? Because I've seen projects delayed by months due to old practices that fail to mobilise people toward change.

The impact is more than just financial. Hidden costs include low engagement, disconnection, and retention issues, which inevitably affect your customers.


Bottom line? Top-down, process-focused, siloism, and isolation are bad change management. And bad change management is bad for business.

I’ve seen firsthand how open-source and collaborative tactics can resolve change friction, especially when adoption rates aren’t tracking… Involving people in co-creation accelerates decision-making and approvals.

This proves that real, lasting change is more about the people involved than just processes and structures.

Spotlighting your culture and making it the star of the show.... that’s the kind of change I’m passionate about leading.

I’ve seen firsthand how open-source and collaborative tactics can resolve change friction, especially when adoption rates aren’t tracking… Involving people in co-creation accelerates decision-making and approvals.

This proves that real, lasting change is more about the people involved than just processes and structures.

Spotlighting your culture and making it the star of the show.... that’s the kind of change I’m passionate about leading.

EXPERTISE.

LEADERSHIP.

EMPOWERMENT.

EXPERTISE.

LEADERSHIP.

EMPOWERMENT.

selected


20+ YEARS OF EXPERTISE


Dedicated to driving impactful change in people, culture, and organisations

selected


MULTIMILLION-DOLLAR TRANSFORMATIONS


Led global, multimillion-dollar change initiatives across a range of industries

selected


INTERNATIONALLY CERTIFIED COACH


Certified in IC Agile, Lean Change, and coaching, empowering teams and leaders worldwide

Whether it’s rolling out new technology, changing how your teams operate or systemic ways of working - culture is the driver of every transformation I help lead

Whether it’s rolling out new technology, changing how your teams operate or systemic ways of working - culture is the driver of every transformation I help lead

SHARE THESE CORE VALUES?

You Passed the Vibe Check!

 

Empowered freedom.


 Let’s be clear about guardrails but give people agency and autonomy - then get out of their way so they can do their best work.


Lift and level-up.


Let’s lift capability by creating growth opportunities that help people level-up and support them to cultivate the confidence to work at their edge.


Wellbeing as a norm.


Let’s find the right balance between challenge and overwhelm. We can be driven by ambition in a way that creates a sustainable, healthy work environment.

Emma with laptop

I help create workplaces where transformation is a co-created journey, every person is an advocate, and change is something to be celebrated.

LET'S PARTNER

CURIOUS FACTS
ABOUT ME

 

Q: QUOTE I LIVE BY

A: “Growth to the Grave”


Q: SOMETHING THAT SURPRISES PEOPLE ABOUT ME

A: I’m a dairy farmer


Q: SOMETHING I’M PROUD OF

A: My amazing daughter - who defied the odds of an 8% chance of survival


Q: FAVOURITE QUALITIES IN A PERSON

A: Drive & Grit


Q: CHRONOTYPE

A: Lion

Emma black and white seated

CURIOUS FACTS
ABOUT ME

 

Q: QUOTE I LIVE BY

A: “Growth to the Grave”


Q: SOMETHING THAT SURPRISES PEOPLE ABOUT ME

A: I’m a dairy farmer


Q: SOMETHING I’M PROUD OF

A: My amazing daughter - who defied the odds of an 8% chance of survival


Q: FAVOURITE QUALITIES IN A PERSON

A: Drive & Grit


Q: CHRONOTYPE

A: Lion

Emma black and white seated

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