Executive consulting

A 6-8 week consulting process for executives facing a chaotic transition in management or strategy.

Transitions can be the hardest moments in an executive's career.

It doesn’t matter if it’s a promotion into a new role, a move to a new company, a career change, or a decision to change strategy from the ground up. The stakes are high:

  • 46% of new executive hires fail within 18 months. 89% of those failures trace to attitude, interpersonal skills, and difficulty integrating into the new organization's culture. (Leadership IQ)

  • Nearly half of all external executive hires fail. 35% of internal executive hires are considered failures too. (DDI, 2021)

  • More than two thirds of executives say their company's attempt to adopt a new strategy failed to improve performance, or failed to make the improvement last. (McKinsey, 2021)

  • After a failed strategy transition, employees are 20% more likely to disengage (CEB), and only 43% intend to stay (Gartner).

When an executive mishandles a dramatic change, the risk of failure climbs and they are not the only one who pays for it.

But transitions can go the other way. Handled well, a transition does more than contain the damage.

  • Senior executives who get high-quality support transition 20% faster, and are 83% less likely to suffer from acute stress and burnout. (DDI, 2021)

  • A successful career change leads to higher life satisfaction and, by people's own accounts, 65% less stress. (AIER, 2015)

  • Done well, transitions track with 90% of teams hitting their three-year performance goals. (CEB)

  • Companies that change strategy well can double their revenue. (Gartner, 2025)

When an executive steps into a new role, or gets a new strategy right, everyone gains. The executive most of all.

A consulting method built for chaotic transitions

I have worked with more than 120 executives dealing with complex management and strategy challenges. The hardest are what I call chaotic transitions: lots of forces in play, a shifting context, unclear consequences, heated conversations, no obvious solution.

A few examples:

  • A role inherited with a weak strategy, or no strategy at all

  • Dysfunctional or ineffective teams lead to poor or no results

  • Insufficient or rushed onboarding that hinders integration and performance

  • Organizations run on internal conflict and destructive politics

  • Management skillset that does not fit the new company or team

  • Strategic fixedness leads to the inability to build a fresh strategy or solve a hard management problem

These challenges call for an approach that works on two fronts at once: building an effective strategy, and building new capabilities in the executive. New territory needs new maps and new tools.

My consulting methodology is built for exactly this. See below how it works and what goes into it.

I specialize in strategic management and professional development, and I study what makes executives excel in chaotic conditions.

My approach comes out of both: the research and the work. It has worked best with leaders in people-centered industries: consumer tech, hospitality, food and beverage, entertainment, philanthropy.

If you want, set up a call. That is enough to size up your challenge and figure out what we can do about it together.

Schedule a diagnostic call

“A rare kind of consultant who actually changes how you think.

If you're stuck in chaos
and need someone who treats complexity
as an opportunity rather than a problem,
then you want Avy in your corner.”

David H., Account Executive

The consulting process.

I believe in consulting processes that are intense, transparent, hands-on, and built around a clear outcome. With each client I develop both the solution and the skillset to execute it.

My approach stems directly from my studies and my work: my academic background is in organizational development, business management, and the psychology of human development. Also in my PhD I am currently researching what makes executives excel when the context turns chaotic.

Phase 1 - Diagnosis

We define the problem precisely, schedule all sessions, and agree on what success looks like. Then we map the terrain: reviewing documents, interviewing the situation from every angle, challenging assumptions and producing clear finding statements that name what's actually going on.

(Calls 1-3)

Phase 2 - Development

Once we know what we're dealing with, we build forward. Working hypotheses, relevant case studies from similar environments, and multiple scenarios you can test. This is where the options take shape and the trade-offs become visible.

(Calls 4-6)

Phase 3 - Implementation

We decide on a strategy, experiment with it and build a work plan around it. Clear priorities, sequenced actions, and defined milestones. The final call is a review to pressure-test everything before you take it into execution.

(Calls 7 and 8)

Let's start

Questions you might have.

  • No. This is consulting with a structured methodology.

    Coaching asks you questions so you find your own answers. If what you need is someone to help you process feelings about your career, this isn't it.

    I diagnose the problem, build scenarios, and develop a strategy with you. You walk out with a concrete solution.

  • We can do that. You'll get a clear problem definition, a working hypothesis, and a few potential intervention strategies.

    Some people take those outputs and run with them independently. Others realize they want help building the strategy too, and they upgrade.

    If you do, what you pay for the diagnostic call counts toward the full process fee.

  • That depends on what being stuck is costing you.

    Many of my clients pay out of pocket. If the problem you're sitting on is preventing you from making a career move, launching something important, or leading your team effectively, the cost of inaction over 6 months will far exceed what you pay.

  • Each call is 60-90 minutes long, conducted over Zoom. Every call has a defined purpose and an expected output.

    Between calls, I review documents, build deliverables, and prepare for the next session. You'll also have homework. This works because both sides show up prepared.

  • The process is designed to be complete in 8. Most problems don't need more time. I don’t charge for sporadic check-in meetings after the end of the process.

    That said, if you need continued advisory after the engagement, we can discuss a monthly retainer. But the goal is to get you self-sufficient, not to create a dependency.

  • Absolutely. If you have a professional development budget, this qualifies.

    Many clients have their organization pay for it once they frame it as a strategic consulting engagement or as professional development.

  • Legitimate question. Try it.

    Most people who did, eventually searched for human expert help.

    We will use AI to help us go deeper or move faster: research, data analysis, automation. It won’t make decisions you should make.

If any of this resonated, book a free call.

I'll ask about the problem, you'll ask about the process, and we'll both decide if this is a fit.