Startups
Move fast and break ground with limited resources and agility
Glass Ceiling
The invisible barriers stalling organisational momentum.
Principle: Build a strategy that empowers decision-making.
Glass Ceiling: The founder’s creativity fuels early wins, but intuition alone can’t deliver repeatable results. Growth plateaus when there’s no clear roadmap from product-market fit to sustainable scale.
Principle: Build a culture that epitomises the pursuit of excellence.
Glass Ceiling: Early hires juggle multiple roles, but without defined roles and responsibilities, and development, talent burns out. The founder becomes the bottleneck for every decision, slowing momentum.
Principle: Build operational structures that enable swift execution.
Glass Ceiling: Hustle drives the first phase, but without structure, priorities shift daily. Critical tasks slip, knowledge lives in heads not systems, and operational chaos erodes investor confidence.
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've worked with Kenny on an individual basis, as well as bringing him into my senior team to help overcome some challenges around change. The results have been excellent. If you need some help with change, growth or start-up, I can't recommend enough speaking to Kenny.”
Nick Cohen
CEO or PCR
(Acquired by Aro)
Mission Ready
Focused strategy. Empowered people. Sustainable growth.
Principle: Build a strategy that empowers decision-making.
Mission Ready: With vision formalised and priorities clear, the founder’s ideas scale beyond their head. Decision-making becomes faster, more consistent, and aligned with growth goals. Creativity fuels innovation while strategy sustains momentum.
Principle: Build a culture that epitomises the pursuit of excellence.
Mission Ready: Teams move from wearing many hats to thriving in defined roles. The founder shifts from bottleneck to enabler, coaching early hires into leaders. A culture of trust, accountability, and shared ambition replaces founder dependency.
Principle: Build operational structures that enable swift execution.
Mission Ready: Disciplined systems transform busy energy into sustainable execution. Knowledge is captured, priorities flow seamlessly, and investors see operational maturity. The startup accelerates with both speed and resilience.
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’s knowledge of business complexity combined with his ability to facilitate clarity of thought is a dynamic combination. He has highly developed skills in deep-listening and critical thinking. This not only makes him a compassionate support system to have, but means that you come out with practical steps to action.”
Loren Shapiro
Freelance Writer & Journalist
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
Startups
Move fast and break ground with limited resources and agility
Glass Ceiling
The invisible barriers stalling organisational momentum.
-
Principle: Build a strategy that empowers decision-making.
Glass Ceiling: The founder’s creativity fuels early wins, but intuition alone can’t deliver repeatable results. Growth plateaus when there’s no clear roadmap from product-market fit to sustainable scale.
-
Principle: Build a culture that epitomises the pursuit of excellence.
Glass Ceiling: Early hires juggle multiple roles, but without defined roles and responsibilities, and development, talent burns out. The founder becomes the bottleneck for every decision, slowing momentum.
-
Principle: Build operational structures that enable swift execution.
Glass Ceiling: Hustle drives the first phase, but without structure, priorities shift daily. Critical tasks slip, knowledge lives in heads not systems, and operational chaos erodes investor confidence.
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.
-
overcome some challenges around change. The results have been excellent. If you need some help with change, growth or start-up, I can't recommend enough speaking to Kenny.”
Nick Cohen
CEO or PCR
(Acquired by Aro)
Mission Ready
Focused strategy. Empowered people. Sustainable growth.
-
Principle: Build a strategy that empowers decision-making.
Mission Ready: With vision formalised and priorities clear, the founder’s ideas scale beyond their head. Decision-making becomes faster, more consistent, and aligned with growth goals. Creativity fuels innovation while strategy sustains momentum.
-
Principle: Build a culture that epitomises the pursuit of excellence.
Mission Ready: Teams move from wearing many hats to thriving in defined roles. The founder shifts from bottleneck to enabler, coaching early hires into leaders. A culture of trust, accountability, and shared ambition replaces founder dependency.
-
Principle: Build operational structures that enable swift execution.
Mission Ready: Disciplined systems transform busy energy into sustainable execution. Knowledge is captured, priorities flow seamlessly, and investors see operational maturity. The startup accelerates with both speed and resilience.
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:
-
is a dynamic combination. He has highly developed skills in deep-listening and critical thinking. This not only makes him a compassionate support system to have, but means that you come out with practical steps to action.”
Loren Shapiro
Freelance Writer & Journalist
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