People & Crisis
Something has gone wrong with a person, a team, or a founder. It's urgent, sensitive, and you can't put it in a project plan. We walk in, stabilise the situation, and leave an organisation that can speak about it.
What you get
- A confidential 48-hour diagnostic: who's involved, what's factually known, what's assumed, what's legally sensitive.
- A stabilisation plan naming the 3–5 conversations that must happen in the next week — who runs each, what good looks like.
- Executive coaching for the leader at the centre of the crisis — not therapy, not theatre, practical preparation for the conversation they're about to have.
- Communication drafts: internal memo, HR script, stakeholder note, legal/compliance language — in the words the situation actually demands, not corporate fluff.
- Org-design follow-through: if a role has to move, a team has to split, or a leader has to exit, the structure that holds afterwards.
How we work
- Confidential intake within 24 hours. Scoped in writing before we start.
- Calibration partner outside the room for complex situations — a second senior who keeps judgement steady under pressure without being visible to the affected team.
- We work with your employment lawyer, not instead of them. And we'll tell you when you need one.
- We don't write policies during a crisis. We stabilise first, then recommend what to change once the pressure is off.
Ideal for
- CEOs and founders dealing with a senior exit, a team breakdown, or a harassment/conduct matter.
- Boards requiring an independent, senior read on a sensitive people situation.
- Post-merger integrations where culture clashes are starting to show in attrition and complaints.
Typical engagement shape
- Duration
- 2–8 weeks typically (longer if structural changes follow)
- Team
- 1 senior principal in the room; calibration partner briefed on complex cases
- Confidentiality
- Written NDA before the first conversation
- Starts with
- A 48-hour confidential intake. No commitment beyond that point
- Exit
- Stabilised situation + handover brief for the permanent owner
Where we've run this before
Crisis and post-merger stabilisation across Welyo, RTB House (APAC + EMEA and CEE), TikTok (Europe), and Primotly. Adrianna Huber leads these mandates, with background in psychology, change management, and ongoing CBT psychotherapy training. See Adrianna's full CV →