Founder & Consultant

I build companies. I design learning systems.
I architect behavior change where it actually breaks.

I'm a founder first — and a consultant by necessity.

I didn't arrive at behavioral change through theory alone. I arrived here by building, breaking, testing, and scaling real systems in real organizations, across cultures, sectors, and levels of risk.

I founded Evivve because conventional training collapsed the moment complexity entered the room. My consulting work exists because founders and leaders kept asking the same question:

"How do we get people to actually change what they do?"

That question became my life's work.

Founder: Building the System
From the Inside

As Founder of Evivve, I've operated inside the same constraints leaders face every day:

Scaling a learning platform across 50+ countries

Designing multiplayer learning experiences for complex systems

Watching culture, incentives, and pressure collide in real time

Seeing strategy succeed — or unravel — based on human behavior

Seeing culture collapse under pressure — and rebuild when conditions changed

Founding didn't give me theories.
It gave me feedback.

Behavior does not change because we explain it better.
It changes when the environment demands it.

That insight shaped everything that followed — including the AFERR framework and the concept of safe practice spaces.

Consultant: Working at the
Edge of Change

My consulting work is where theory meets consequence.

I work with:

CEOs and executive teams

L&D and transformation leaders

Organizations navigating uncertainty, scale, or disruption

I'm typically brought in when:

Strategy is clear, but execution keeps breaking

Leadership development isn't transferring to behavior

Culture is named as the problem — but no one knows how to work with it

I don't advise from the sidelines.

I step into the system, observe behavior under pressure, and help leaders see themselves at work.

Learning Experience Architect:
Designing for Behavior, Not Content

I don't design content.
I design conditions.

As a learning designer, my focus is not what people know, but what they do when it matters.

I design high-fidelity learning experiences where leaders:

Practice decision-making under uncertainty

Experience second- and third-order consequences

Navigate power, scarcity, time pressure, and trade-offs

Surface habits, biases, and defaults they didn't know they had

These are not "programs."
They are practice architectures — built to mirror reality closely enough that behavior becomes honest.

This is where learning stops being conceptual and becomes embodied.

Where Founder, Consultant, and
Learning Designer Converge

I don't lead with answers.
I design conditions.

My consulting approach is grounded in three principles:

1. Behavior Is Data

What people do under pressure is more honest than what they say in interviews.

Simulations and practice spaces surface:

Decision patterns
Power dynamics
Risk appetite
Emotional regulation
Collective blind spots
This is where real diagnostics happen.

2. Safe Failure Is Strategic

Most organizations punish failure — then wonder why people stop experimenting.

Simulations and practice spaces surface:

Test decisions before they matter
Experience second-order consequences
Learn without reputation risk
This dramatically accelerates insight and ownership.

3. Insight Must Be Embodied

Awareness alone doesn't change identity.

Through the AFERR cycle — Activation, Forecasting, Experimentation, Realization, Reflection
Learning moves from concept to behavior to habit

What Clients Experience

Clients often reflect back:

"This showed us our real culture — not our stated one."

"We finally saw how our leaders actually decide."

"Learning didn't just land — it changed behavior."

The shift is subtle and lasting:

From delivering learning → to designing environments that shape behavior.

How I Engage

I work selectively and deeply.

Engagements usually involve:

Executive simulations and diagnostic labs

Leadership and culture interventions

Advisory support for transformation initiatives

Capability architecture using AFERR

If you're designing for real behavior change in complex systems, we should talk.

Let's design learning that survives reality.

If you're designing for real behavior change in complex systems,
we should talk.

Start the Conversation