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.
Does this sound familiar?
Your leadership team is full of rockstars who struggle to collaborate.
The underlying dynamics are keeping high performers from becoming an unstoppable team.
There's an elephant in the room that everyone sees and nobody names.
The team is spending real energy managing around something unsaid.
You're leading a pivot that needs organization-wide buy-in.
The plan is sound. Getting everyone actually moving is the harder part.
Your senior team is exhausted holding everything together — and the people coming up behind them don't understand why things keep shifting.
You need executive-level leadership now, but you're not ready for a permanent hire.
Three levels, one relationship
Most engagements start in one and move to another. If you're unsure which you need, that's what the first conversation is for.
I'm your thought partner and coach. Standing time with you, periodic work with your team.
Time commitment:
A few hours a month
Advisory
I work with your team as a unit over months. Discovery first, then a working rhythm. Might include 360s for each C-Suite leader.
Time commitment:
Two to three days a month
Leadership team engagement
I join your leadership team. Typically six to twelve months, working directly with you as part of your leadership team.
I believe in this model enough that I founded The T'Collective, a community of fractional talent sourced from Tuck MBA alumni.
Time commitment:
One to two days a week
Fractional leadership
What we work on
You've built a strong team. These are the leaders you want by your side as you continue growing your organization. But figuring out how to meaningfully invest in their growth and development is the challenging part. Without a clear plan, your best talent may get stalled, stuck, or decide to leave.
Bridge the Gap
Developing the people who are ready for more, before they conclude there’s nothing here for them.
Define the Roadmap
Making career oaths legible, so growth in your org is something people can see rather than guess at.
Secure your Bench
Succession for the roles that would hurt most to lose. Alongside these, most engagements touch org design and role clarity, decision rights, performance and feedback systems, manager capability, and how your executive team operates together.
What makes working together different
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.
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 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
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.
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It might feel like the talent market is working in your favor right now. And in some ways, it is. But replacing someone terrific isn't free, even when the pool is deep. Onboarding and building trust require time and careful investment. The loss of institutional knowledge can take years to build back. Investing in the people you have today is almost always the smarter play.
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Sometimes it’s not clear — and that’s okay. Many leaders come in knowing something isn’t working but not exactly what the role should be. I’ll help you diagnose what you actually need before locking into a scope.
Why organizational and talent development strategy matters so much to me
I was the high-potential talent that needed developing, and later spent years leading and growing teams as an executive. As a leader, I repeated what I valued from those who invested in me and built new practices based on what I'd wished I had more of. I spent over a decade at Tuck because our mission mirrored my own: helping smart, motivated people realize their fullest potential. I've lived talent development from every angle, and that's given me the wisdom and empathy to design transformative experiences for high-caliber teams.
How We Get Started
It's simple. We start with a conversation.
I'm listening for two things: are these challenges I have the experience and excitement to solve, and are these leaders I see myself working alongside as teammates? I work with a small number of clients at a time, so fit matters in both directions.
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.