90-Day Organizational Transformation

Executive transformation leadership for startups and technology companies navigating rapid growth, acquisition, restructuring, or operational complexity.

When growth outpaces the way an organization operates, fragmentation follows.

Leadership loses visibility. Teams work without shared priorities or clear ownership. Acquisitions close, but systems, people, processes, and culture remain disconnected. Programs stall. Tools and vendors multiply. The CEO becomes the escalation point for too many cross-functional decisions.

I partner with founders, CEOs, and executive teams to restore organizational coherence.

Over 90 days, I diagnose the structural friction slowing the company down and build the governance, transformation roadmap, executive visibility, and organizational infrastructure required to move through change with greater clarity, accountability, and control.

Proven transformation outcomes

• Advised on $5M+ transformation portfolios across engineering, infrastructure, security, and data

• Delivered $5.3M in overhead reduction

• Identified $1M+ in integration savings

• Unified 200+ operational views into an enterprise dashboard strategy

• Reduced technology spend by 15%

• Improved cross-team delivery velocity by 20%

• Reduced time to market by 25%

• Built the organizational operating infrastructure for a founder-led company scaling from 15 to 30 employees

The engagement

Days 1–30: Diagnose

Assess strategic priorities, organizational structure, decision rights, initiative health, dependencies, duplication, adoption risks, and executive visibility.

Days 31–60: Architect

Build the integrated transformation roadmap, governance model, executive dashboard, ownership structure, operating cadence, and change strategy.

Days 61–90: Activate

Launch governance, align executive sponsors and initiative owners, support priority changes, establish reporting and escalation rhythms, and transition ongoing ownership.

Scope may include

• Post-acquisition integration

• Transformation portfolio governance

• Organizational and operating-model design

• Executive dashboards and initiative visibility

• Role, ownership, and decision-right clarification

• Stakeholder alignment and change adoption

• People and performance infrastructure

• Technology, vendor, and workflow consolidation

• Executive communication and organizational alignment

• Fractional transformation leadership

By the end of the engagement, leadership should have

• One clear view of major transformation priorities

• Named owners and decision-makers

• A governance cadence that surfaces risk early

• A sequenced roadmap across people, technology, and operations

• Greater visibility into duplicated tools, workflows, and spend

• A communication and adoption strategy employees can understand

• A transition plan for sustaining the work

Best suited for

• Founder-led startups scaling beyond informal operations

• Venture-backed technology companies entering a new stage of growth

• Private equity-backed companies undergoing operational transformation

• High-growth technology firms consolidating teams, tools, or platforms

• Enterprise organizations navigating acquisition, restructuring, or major change

Background

More than a decade across technology, product, program delivery, organizational transformation, people operations, and executive advisory.

Credentials: M.S., M.A., PMP, CPM, CPD, CSPO, CSM

Education: B.S. Psychology, B.A. Political Science, A.B. Women’s Studies, B.A. Philosophy, M.A. Political Psychology, M.S. Organizational Leadership

The engagement is led by a Fractional Chief Transformation Officer and tailored to the organization’s current transition, constraints, and executive priorities.