What happens when you’re not available?
If the answer is “things stall, people wait, and my phone blows up with Slack pings,” you don’t have a team. You have a to-do list with payroll.
And that’s not sustainable, but it can be fixed.
Most businesses are one sick day, one resignation, or one locked-out Facebook account away from collapse.
That’s called a single point of failure.
A key person leaves and the whole system feels shaky.
Contractors are “busy,” but no one owns outcomes, so you’re back in the weeds.
You’ve slimmed the team, brought in AI, cut costs, but now you’re the only brain left in the business, and execution depends on you again.
Work happens in silos, everyone looks busy, but the needle doesn’t move.
That’s why you feel like you can’t take a vacation, why you’re terrified of losing one team member, why launches keep you up at night. Because deep down you know: if one domino falls, the whole thing crashes.
My work is about removing that fragility.
Here’s how we can make that happen, depending on where you are:
Strategy Session
For founders in the middle of a “what now?” moment.
You’ve lost your operator, your team is in transition, or execution just feels off. In one deep-dive day, I’ll audit your team, tech, and systems to spot the cracks before they cost you more time, money, or sanity.
One deep-dive day where we:
Audit your team, org chart, and systems to find the cracks.
Map out the biggest levers for stability and growth.
Build a clear action plan so you (and your team) know exactly what to do next.
Walk away knowing what’s fragile, what’s fixable, and how to stop carrying it all yourself.
Starting at $4,500
Visionary Operator Accelerator
For founders who need their right hand to own their role.
Your #2 is capable, but they’re stuck in “doer” mode. This 12-week accelerator gives them the frameworks and training to think like an owner, lead like a COO, and stop leaning on you for every decision.
This will help:
Turn your operator into a leader who owns outcomes instead of waiting for your approval.
Bridge the gap between your vision and the team’s execution.
Install processes that keep projects moving (even when you’re not in the room).
Starting at $5,000
Fractional COO
Sometimes you don’t have time to train or hope things click. You need someone to drop in, restructure, and get execution moving again. That’s when I step in as your fractional COO.
I step in as your COO (without the full-time hire) to:
Stabilize execution across your team and systems.
Restructure org charts, roles, and accountability so nothing stalls when you step out.
Coach and level up your leadership bench so they stop waiting on you.
Act as your thought partner in high-stakes decisions.
Best for:
Founder-led businesses between $2M–$20M ready to grow without breaking.
Investor-backed companies that need execution reliability fast.
Starting at $10,000
DIY Route: The Real-World People Ops Playbook™
For founders who want to fix hiring and team clarity without a consultant on speed dial.
This evergreen playbook covers the full team lifecycle:
Hiring for ownership, not just skill.
Clear roles + outcome-based accountability.
How to manage transitions (including when it’s time to let someone go).
Perfect if you’re juggling employees, contractors, and agencies and need everyone rowing in the same direction without ballooning headcount.
If your sanity depends on everything going right, that’s not a sustainable business.
Nothing in your business will ever go 100% according to plan.
Because you’re leading people, and people will always be human, which means mistakes, surprises, and moments you didn’t plan for are inevitable.
That’s why everything we do points back to one thing: reliable execution as a team.
Here’s how it works:
Step 1:
Find the Friction (Purpose & People)
We uncover where things are breaking down: unclear vision, bottlenecked decisions, or team members stuck in the wrong roles. This shows us if the team and the purpose are truly aligned.
Step 2:
Get Clear on What Matters (Purpose & People → Process)
We cut the busy work. You and your team see exactly what drives the business forward, and every role gets tied to outcomes, not tasks.
Step 3:
Build Ownership
(People)
I train your team to take charge instead of waiting for you. They learn to run meetings, make calls, and solve problems, so you’re not the safety net.
Step 4:
Fix the Team Mix (People → Profits)
We look at who belongs in which seat, who can grow, and who needs to move on. The goal is team chemistry that delivers results and protects profit.
Step 5:
Keep It Simple and Scalable (Process & Systems)
We put in lean systems that support execution instead of slowing it down. Nothing bloated. Just clear, repeatable rhythms that make results predictable.
Step 6:
Hand Off the Wheel (Profits & Metrics)
Once the team is humming, we lock it in with simple metrics and check-ins. You know execution is reliable, profit is protected, and you can focus on leading instead of firefighting. This allows us to do check-ins and know when we need to adjust the sails.
“Kristen has a passion for leadership and for people. She hired me remotely (I’m from the Philippines) and knew which position to place me based on my skills and experience. Working with her for many years has been a blast. If it weren’t for her knack for hiring the right people for the right jobs, I wouldn’t be working at a job I love.”
Joy
“Working with Kristen was definitely an up leveler for me. Her one-on-one mentorship provided me with invaluable insights into proper business operations and team leadership. Kristen’s ability to be a supportive sounding board and a voice of reason truly helped me navigate challenges with confidence. Her wisdom and guidance have left a lasting impact on my professional growth, and I am incredibly grateful for the opportunity to learn from her. Thank you, Kristen, for being such a wonderful mentor!”
Elizabeth
“When I first joined the team, I was immediately struck by Kristen’s exceptional leadership and mentoring skills. Kristen looked at the whole picture – the forest and the trees.
She took stock of my skills and looked at how I could evolve and contribute uniquely to the team as a whole through this last year of transition. My confidence in my abilities and contributions soared under Kristen’s guidance. Knowing what she came into, and seeing the difference in myself, our team and our company’s strategy a year later is amazing.”
Mandy
The real measure of growth isn’t “did everything run perfectly?”
It’s: does the business keep moving even when it doesn’t?
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