Large Enterprises
Mobilise vast resources, manage complexity, and deliver transformation
Glass Ceiling
The invisible constraints stalling transformation.
Principle: Build a strategy that empowers decision-making.
Glass Ceiling: Strategy multiplies across functions but loses force in execution. Bureaucracy, competing agendas, and slow approvals dilute intent, leaving decisions indecisive & momentum stalled.
Principle: Build a culture that epitomises the pursuit of excellence.
Glass Ceiling: Talent is deep but fragmented. Hierarchy fosters silos, collaboration gives way to politics, and leaders struggle to unite people behind a shared standard of excellence.
Principle: Build operational structures that enable swift execution.
Glass Ceiling: Legacy systems and entrenched routines weigh heavy. Processes designed for control undermine adaptability, causing drag, duplication, and missed opportunities.
These follow The Peter Principle, represented below: People are promoted based on their success in previous roles until they reach a level at which they are no longer competent, as skills in one role do not necessarily transfer to another.
If this sounds familiar, let’s explore how to break through. Start a conversation.
“Great to work with Kenny. He helped me and my team to successfully manage a difficult transition involving a large number of employees whilst minimising staff losses. It was a pleasure to work with someone who is clearly an expert in his field.”
Jason Smith
Head of Risk, Heineken UK
Mission Ready
Unified strategy. Aligned leadership. Disciplined execution.
Principle: Build a strategy that empowers decision-making.
Mission Ready: Strategy is not just written but lived. Clear priorities cascade seamlessly, equipping leaders at every tier to act decisively. Complexity is managed through focus, ensuring transformation delivers results instead of stalling in bureaucracy.
Principle: Build a culture that epitomises the pursuit of excellence.
Senior leaders operate in alignment, dissolving silos and championing collective accountability. People are united by a shared vision that demands excellence and provides purpose, with engagement sustained through clarity, trust, and recognition at every level.
Principle: Build operational structures that enable swift execution.
Mission Ready: Established systems are re-engineered for effectiveness and reliability. Processes drive efficiency and consistency at scale, enabling large initiatives to move forward with discipline, coordination, and measurable impact.
These principles and their corresponding actions enable individuals, teams & organisations to access flow, the sense of effortless progress, everything working as it should when it should. Below is a simplified example of how leadership roles should interconnect:
Kenny has worked with me on a personal basis and with some members of my team at Premier Foods. Kenny helps people identify issues that are holding them back and unlock their potential. The results I have experienced myself and for members of my team are exceptional, both in terms of team of individual performance and through them impact on the wider team. Critically in terms of value add vs cost the results pay back in spades.
Hilary Spence
Finance Director, Premier Foods
Identify your blindspots
What could you, your team, or organisation achieve if your invisible barriers just disappeared?
I work exclusively with highly motivated individuals and teams who’ve hit a glass ceiling, are aware they’ve hit a glass ceiling and unable to move forward. If this describes your situation then lets discuss your options.
“The world we created is a product of our thinking. It cannot be changed without changing our thinking. No problem can be solved with the same level of consciousness that created it”
Albert Einstein
Theoretical Physicist & Nobel Laureate
Large Enterprises
Mobilise vast resources, manage complexity, and deliver transformation
Glass Ceiling
The invisible barriers stalling organisational momentum.
-
Principle: Build a strategy that empowers decision-making.
Glass Ceiling: Strategy multiplies across functions but loses force in execution. Bureaucracy, competing agendas, and slow approvals dilute intent, leaving decisions indecisive & momentum stalled.
-
Principle: Build a culture that epitomises the pursuit of excellence.
Glass Ceiling: Talent is deep but fragmented. Hierarchy fosters silos, collaboration gives way to politics, and leaders struggle to unite people behind a shared standard of excellence.
-
Principle: Build operational structures that enable swift execution.
Glass Ceiling: Legacy systems and entrenched routines weigh heavy. Processes designed for control undermine adaptability, causing drag, duplication, and missed opportunities.
These follow The Peter Principle, represented below: People are promoted based on their success in previous roles until they reach a level at which they are no longer competent, as skills in one role do not necessarily transfer to another.
If this sounds familiar, let’s explore how to break through. Start a conversation.
-
transition involving a large number of employees whilst minimising staff losses. It was a pleasure to work with someone who is clearly an expert in his field.”
Jason Smith
Head of Risk, Heineken UK
Mission Ready
Focused strategy. Empowered people. Sustainable growth.
-
Principle: Build a strategy that empowers decision-making.
Mission Ready: Strategy is not just written but lived. Clear priorities cascade seamlessly, equipping leaders at every tier to act decisively. Complexity is managed through focus, ensuring transformation delivers results instead of stalling in bureaucracy.
-
Principle: Build a culture that epitomises the pursuit of excellence.
Senior leaders operate in alignment, dissolving silos and championing collective accountability. People are united by a shared vision that demands excellence and provides purpose, with engagement sustained through clarity, trust, and recognition at every level.
-
Principle: Build operational structures that enable swift execution.
Mission Ready: Established systems are re-engineered for effectiveness and reliability. Processes drive efficiency and consistency at scale, enabling large initiatives to move forward with discipline, coordination, and measurable impact.
These principles and their corresponding actions enable individuals, teams & organisations to access flow, the sense of effortless progress, everything working as it should when it should. Below is a simplified example of how leadership roles should interconnect:
-
at Premier Foods. Kenny helps people identify issues that are holding them back and unlock their potential. The results that I have experienced myself and for members of my team are exceptional both in terms of team of individual performance and through them impact on the wider team. Critically in terms of value add vs cost the results pay back in spades.”
Hilary Spence
Finance Director, Premier Foods
Identify blindspots
What could you, your team, or organisation achieve if your invisible barriers just disappeared?
I work exclusively with highly motivated individuals and teams who’ve hit a glass ceiling, are aware they’ve hit a glass ceiling and unable to move forward. If this describes your situation then lets discuss your options.
“The world we created is a product of our thinking. It cannot be changed without changing our thinking. No problem can be solved with the same level of consciousness that created it”
Albert Einstein
Theoretical Physicist & Nobel Laureate