Why Choose Me?

Is your Digital/Agile Transformation failing to deliver the benefits you expected?
Do you struggle with a team or department? Do you feel your stakeholders are “resisting” change?

Have you noticed that many of the coaching and facilitation techniques and methods that were meant to bring positive change to your organization:

  1. sometimes work and sometimes fail and it’s not possible to tell when they will work and when they won’t or
  2. their results vary wildly from situation to situation, from client to client or
  3. they simple don’t work at all or
  4. they have unintended side effects and consequences or
  5. their efficacy is questionable as the organization or individual appears to make similar progress toward his/her goals with or without them.

Do you feel stuck as a coach, change agent, manager or employee?

We usually avoid our frustration by saying things like “different things work for different people” or “coaching is an art”.
Would you accept the same answers if you were really ill and you were given a medicine that either didn’t work or made your condition unexpectedly and unpredictably worse? “Medicine is an art.” I wouldn’t.

We have high standards towards professions that do things to our body and we have low standards towards professions that do things to our thoughts, behaviours, emotions, memories, etc.
We then experience disappointment and limited benefits from our change efforts.

This doesn’t have to be this way anymore.

Most forms of facilitation and coaching are not supported by scientific evidence, some even lack anecdotal evidence

“My mission is to bring evidence-based psychological methods into the world of organizational change, workplace coaching and facilitation.”

I estimate that around 95% of all facilitation and coaching methods are not evidence-based. There aren’t controlled, randomized trials and studies available, confirmed by multiple, independent research teams. Most of the methods don’t even have strong anecdotal evidence that has been confirmed by several independent coaches in several settings throughout several years.
There is a lot of “Try this, it appeared to work for me once with somebody in some setting, it may work for you”.

That doesn’t mean that these methods are all useless or harmful (although some of them are), it means they are unreliable. They will produce unreliable results for your business or your clients.

Sometimes they work, sometimes they don’t. Maybe they are even harmful, at times causing damage to the client. Maybe they work sometimes but we can’t reproduce the same results with another client or with the same client in a different context. We don’t understand why they worked when they did.

There is an alternative: evidence-based psychological intervention

Evidence-based psychological intervention is here and we can bring it to a business context to aid organizational change processes, improve employee well-being, increase employee performance and the efficacy of coaching and facilitation at the workplace.

The difference between evidence-based Coaching and non-evidence-based Coaching is similar to the difference between alchemy and chemistry.

Coaching works with human cognition, emotions and behaviours and those are extremely complex things but so are many other things in life like the human body. We can work with complex systems, complexity should not be an excuse for low performance. We can do better.

If I’m a coach/facilitator do I need to throw away everything I already know?


There has been a massive amount of research into understanding how human cognition works. Using the findings of this research you can select the methods from your existing toolbox that do work, learn how to amend or evolve the ones that don’t work that well, learn how to combine separate methods in ways that work and learn which methods to employ in which situations.
You can also develop new methods using these findings.

Organizational change is (at least) 50% psychological

I believe that lasting and effective change is not possible without tackling both the practical aspects (e.g. frameworks, tools, processes, org design, etc.) and the psychological aspects (e.g. organizational culture, decision making, team dynamics, leadership, etc.) of an organization.

Changing the way we approach our thoughts, emotions, urges and memories is fundamental to successful organizational change. For this to happen we need an evidence-based psychological change method.

What should you expect from a psychological change method, e.g. coaching or facilitation?

“Consumers of psychological change advice should demand broadly useful methods of change that work, and that do so through change processes that have precision, scope, and depth.”

Steven C. Hayes PhD (lead researcher of Relational Frame Theory a unified model of human functioning)

To untangle this definition:

  1. “Change processes” refers to explanations about how to make specific changes in our behaviours and approaches to achieve our goals. E.g. What steps should I do to achieve greater psychological safety in my team so that they feel safe (process goal) and they raise critical issues earlier which in turn will reduce the average time it takes to fix bugs which will delight the customers (end goal).
  2. “Precision” means we understand why these change processes work so that we don’t inadvertently misuse them.
  3. “Scope” means that these change processes are applicable to a lot of conditions, situations and, in turn, organizations.
  4. “Depth” means that these change processes don’t contradict evidence from other areas of science, e.g. neuroscience.

Why choose me?

Unlike many other coaches, I can help you achieve extraordinary business results by using evidence-based psychological methods that work. We understand why they work, they work in a wide range of situations and they are aligned with findings from other sciences like neuroscience.

I can help you:

  1. Implement necessary behaviour changes to achieve a greater goal (e.g. develop better products, deliver faster, deliver at a higher quality, improve predictability, etc.).
  2. Increase employee performance and well-being
  3. Increase employee retention and create a workplace that attracts better talent
  4. Deal with workplace stress and create a more humane work environment
  5. Build better teams, make better decisions faster, improve collaboration
  6. Create alignment around your Vision and Mission
  7. and much more…

I also have extensive training in several processes, frameworks, methods, tools, technologies and engineering practices (e.g. Scrum, Kanban, XP, BDD, SOLID, PRINCE2, etc.) and I believe that changing some of these in your organization is also necessary to achieve your goals.

On this site I’ll share useful articles about both the the psychological and the practical aspects of change. I also offer coaching, training and consultation regarding these topics.

Are you doing a “Digital Transformation” or an “Agile Transformation”? Are you looking to hire a Scrum Master, Agile Coach, Change Agent, Agile Project Manager?

What are your business goals?
Do you want to develop better products, deliver them faster, at a higher quality, at a lower cost or with greater predictability?
Do you want to increase employee well-being and retention? Do you want to improve collaboration between two teams or departments?

Book your free initial consultation (available for companies):