Consulting
If AI makes output free, the question stops being what your people produce — and starts being what only they can hold.
I spent seven years at Google, at the edge where new technology meets the organisations that have to absorb it. Google's own research into what makes teams work landed on psychological safety, not individual brilliance — and I watched, up close, how hard that is to hold while everyone is still scored individually against a fixed bar.
Most AI strategy work starts with the tooling. I start with what you measure, because that is what actually decides how your people behave. The models will keep getting better whether or not you have a point of view. What they can't generate is a company that knows what its humans are for.
The work is practical and specific to your business. No decks about the future of work. A clear read on where your human value sits, a metric that reflects it, and a way to build around it before the market decides for you.
The loop
01
AI makes output free. Measuring humans against a fixed performance bar stops making sense the moment the machine clears that bar for you.
02
The fear was never about being seen — it was about being measured against a fixed standard. Remove the standard and you cannot fail a test that doesn't exist.
03
The armour comes down. No work self separate from the home self. Improv has an audience and feedback but no metric — that's the state we're building for.
04
Judgement, agency, taste, presence, leadership, trust, curiosity. The irreducible part. It only appears once people stop performing to a bar.
There are two ways to be watched: measured against a fixed bar, or witnessed with no predefined right answer. One puts the armour on. The other sets people free.
How we work together
01
We map your org function by function and separate what the machines should absorb from what only your people can hold — judgement, agency, taste, presence, trust, curiosity. You leave with a defined human value metric to measure against, in place of output metrics AI has already made free.
02
Fixed performance bars are what put the armour on. We rebuild the review, goal and recognition systems so people are witnessed rather than scored — the condition psychological safety actually needs, not another values poster.
03
A workshop for the leadership group on what changes and what doesn't. The honest version: what gets automated, what gets more valuable, and how to lead people whose worth is no longer legible on a scorecard.
04
Hands-on work with teams to build the durable human skills — asking the big questions rather than knowing the answers, exercising judgement over AI's output, and staying adaptive as the tooling changes underneath them.
Engagements are scoped per business — from a single leadership session to an ongoing advisory relationship.
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