SMEs
Build repeatable systems, scale teams and sustain growth
Glass Ceiling
The hidden obstacles slowing business maturity.
Principle: Build a strategy that empowers decision-making.
Glass Ceiling: SMEs have moved beyond founder intuition, but strategy often sits in static documents or leadership heads. Without translating vision into actionable frameworks, decision-making drifts, growth stalls, and opportunities are missed.
Principle: Build a culture that epitomises the pursuit of excellence.
Glass Ceiling: Growing teams need clarity, but roles, responsibilities, and development paths remain fuzzy. Informal leadership structures create dependency on a few key people, limiting resilience and causing frustration as the business scales.
Principle: Build operational structures that enable swift execution.
Glass Ceiling: Basic systems exist, but they rarely scale with complexity. Manual workarounds, inconsistent processes, and siloed information lead to inefficiency. What worked at 20 people collapses at 100, leaving execution sluggish and error-prone.
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.
“I worked with Kenny in my first role, and again more recently. I have gained immense value from his coaching. Kenny’s case studies on leadership & behaviour are also brimming with insights, and easy to apply to daily challenges.”
Aislinn Nicol
CFO, Turtl
Mission Ready
Clear direction. Empowered teams. Scalable systems.
Principle: Build a strategy that empowers decision-making.
Mission Ready: Strategy lives beyond the boardroom. It’s cascaded into practical frameworks that guide daily choices. Leaders and teams make confident, aligned decisions that accelerate growth instead of stalling it.
Principle: Build a culture that epitomises the pursuit of excellence.
Mission Ready: Roles are defined, development pathways are in place, and accountability is shared. Talent feels trusted and supported, creating a culture where people thrive, step up, and carry the business forward.
Principle: Build operational structures that enable swift execution.
Mission Ready: Systems scale with complexity. Information flows seamlessly, priorities are clear, and processes enable momentum rather than blocking it. Execution becomes consistent, agile, and investor-ready.
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 proven to be first and foremost a good listener who is both very approachable and very empathetic. He then takes everything on board and offers pragmatic advice which can help us, as individuals, grow and develop.”
Robert Cunningham
Head of UK Internal Audit, Heineken UK
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
SMEs
Build repeatable systems, scale teams and sustain growth
Glass Ceiling
The invisible barriers stalling organisational momentum.
-
Principle: Build a strategy that empowers decision-making.
Glass Ceiling: SMEs have moved beyond founder intuition, but strategy often sits in static documents or leadership heads. Without translating vision into actionable frameworks, decision-making drifts, growth stalls, and opportunities are missed.
-
Principle: Build a culture that epitomises the pursuit of excellence.
Glass Ceiling: Growing teams need clarity, but roles, responsibilities, and development paths remain fuzzy. Informal leadership structures create dependency on a few key people, limiting resilience and causing frustration as the business scales.
-
Principle: Build operational structures that enable swift execution.
Glass Ceiling: Basic systems exist, but they rarely scale with complexity. Manual workarounds, inconsistent processes, and siloed information lead to inefficiency. What worked at 20 people collapses at 100, leaving execution sluggish and error-prone.
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.
-
his coaching. Kenny’s case studies on leadership & behaviour are also brimming with insights, and easy to apply to daily challenges.”
Aislinn Nicol
CFO, Turtl
Mission Ready
Focused strategy. Empowered people. Sustainable growth.
-
Principle: Build a strategy that empowers decision-making.
Mission Ready: Strategy lives beyond the boardroom. It’s cascaded into practical frameworks that guide daily choices. Leaders and teams make confident, aligned decisions that accelerate growth instead of stalling it.
-
Principle: Build a culture that epitomises the pursuit of excellence.
Mission Ready: Roles are defined, development pathways are in place, and accountability is shared. Talent feels trusted and supported, creating a culture where people thrive, step up, and carry the business forward.
-
Principle: Build operational structures that enable swift execution.
Mission Ready: Systems scale with complexity. Information flows seamlessly, priorities are clear, and processes enable momentum rather than blocking it. Execution becomes consistent, agile, and investor-ready.
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:
-
and very empathetic. He then takes everything on board and offers pragmatic advice which can help us, as individuals, grow and develop.”
Robert Cunningham
Head of UK Internal Audit, Heineken UK
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