Your Leadership Team is All-In.
So why does everything feel so hard?
I help high-growth leadership teams navigate the “awkward teenage years” of organizational development—developing the communication, decision-making, and talent development practices that turn growing pains into strategic advantage.
Your leaders are smart, motivated, and care deeply about your mission. And when growth is exploding, they often feel overwhelmed.
Decision rights are unclear.
They're spending entire days in meetings with no time to think strategically.
Your senior team is exhausted holding everything together, and the people coming up behind them don't understand why things keep shifting.
Working harder doesn’t help.
Your team needs to effectively communicate about roles, decisions, and strategic priorities.
How I Work with Leadership Teams
I've spent 20+ years inside high-growth companies (Strava, Boston Beer Company) and advising leadership teams (Connection Labs, Tuck School of Business) through their messiest moments—funding rounds, reorganizations, leadership transitions, post-crisis recovery. I know what it feels like when growth outpaces your systems because I've led through it myself.
I love figuring out what makes your situation tick. Every leadership team has its own dynamics, its own history, its own pressure points—and I bring genuine curiosity to understanding yours. I combine that openness with real experience to help you build the communication patterns, decision-making clarity, and leadership capabilities your team needs to move forward.
What makes working together different:
I build trust quickly. Teams readily share their challenges because I'm empathetic to their struggles and because I've navigated similar challenges myself.
I balance curiosity with action. I ask thought-provoking questions and move quickly to create solutions that stick.
I see the whole system. I diagnose team dynamics in real time and help you understand what's actually getting in the way—not just the symptoms you're managing.
I develop your people while fixing your problems. The next layer of leaders gets attention and growth, not just your senior team.
“Gina’s greatest leadership asset is her ability to build immediate trust through deep presence and genuine curiosity. Whether she’s facilitating a complex conversation or mentoring someone one-on-one, Gina brings a rare combination of calm focus, emotional intelligence, and strategic insight. People feel seen and respected in her presence, which creates the conditions for real transformation — individually and organizationally.”
— Senior executive leader who has partnered with Gina on team advisory work
Case Snapshot:
InStride Health →
From Stuck to Strategic: What Happens When Teams Get Aligned
When leadership teams learn how to work together more effectively, the shift is tangible. Decisions get made faster and with more confidence. Roles and accountability become clear. Meetings actually accomplish something. And the leaders coming up behind your senior team get the development and attention they need to step up. Here's what that looks like in practice:
The Challenge
A newly formed executive team of talented leaders was operating in silos—strong individual contributors who weren't yet functioning as a unified team. Competing priorities created friction, and the CEO was mediating conversations that the team should have been having directly.
How We Worked Together
I facilitated a full-day offsite that combined vulnerability-building exercises with practical frameworks to help the team shift from departmental thinking to "first-team" mindset—where the executive team's collective success comes first.
What Changed
The team now engages directly in difficult conversations without the CEO as go-between. They make shared decisions on complex tradeoffs like budget allocation. They operate with significantly greater trust, clearer communication, and more effective problem-solving.
“If you're looking to take your executive team from capable to truly high-performing, Gina is the partner you want by your side. We could not recommend her more highly and look forward to continuing to work with her.”
— Danielle van der Lelie, SVP People, InStride Health
You Might Be Wondering…
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Every engagement begins with in-depth discovery sessions with individual leaders. These conversations help me understand what's working well, what's creating friction, and where the team feels stuck - and they shape the engagement design and our areas of focus.
From there, engagements range in length and scope. Some teams need focused support to address a specific challenge over three to four months. Others benefit from an ongoing retainer relationship that provides sustained partnership as the team evolves. In either case, establishing a regular and predictable rhythm is essential - it builds the momentum and trust needed for real change.
The work itself focuses on how your team actually operates together: decision-making patterns, communication dynamics, trust and conflict, and how you show up under pressure. Through careful listening and strategic insight, we address both the surface issues and underlying patterns. It's sustained support that helps leadership teams move from performing well individually to operating as a genuinely cohesive unit.
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That's exactly why this matters. When your team is drowning in meetings and decisions are piling up, the last thing you need is another initiative. But getting clear on roles, decision rights, and how you communicate gives you time back. It creates the space your team desperately needs to think strategically instead of just reacting.
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Maybe. But when you're inside the system, it's really hard to see what's actually happening. You're too close to the dynamics, the history, the relationships. An outside perspective helps you spot the blind spots and patterns you can't see from the inside—and it accelerates the work significantly.
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This isn't about replacing your internal teams—it's about partnering with them. I've been in those roles myself, so I deeply understand the challenges your HR and ops leaders face. I work alongside them to provide focused support on something specific: how your leadership team functions together. We look at communication patterns, decision-making, role clarity, and talent development at the leadership level—work that complements what your internal teams are doing and makes their jobs easier, not harder.
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Most teams aren't when they first reach out. That's completely normal. The first step is figuring out what's really going on beneath the surface symptoms. That's where we start—with curiosity, listening, and diagnosis. From there, we co-create the approach that makes sense for your specific situation.
How We Get Started
It's simple. We start with a conversation.
I'll ask you about what's happening with your team, what you're hoping will change, and what's getting in the way. You'll get a sense of how I work, and I'll help you think through whether this is the right time and the right fit.
If it makes sense to move forward, we'll design an approach together—whether that's a team offsite, ongoing advisory support, leadership development for your next layer, or some combination. Every engagement is different because every team is different.
Ready to get your leadership team unstuck?
If your company is growing fast and your leadership team is feeling the strain—or if you know your team needs to learn how to work together differently—let's talk.