For organisations

Is your organisation ready for where you want to go next?

When growth, change or crisis exposes cracks in your people, processes, culture or leadership, I help you understand what needs to change, strengthen the foundations, and create the resilience, clarity and capability you and your team need to survive, thrive and succeed.

Maybe it’s a culture that’s drifted from what you need it to be. Maybe leadership isn’t aligned, or a team has lost its way. Maybe you’re navigating change, a crisis, or circumstances that nobody planned for. Whatever it is, the usual fixes, another away day or another slide deck, won’t get you there.

Book a free consultation →

What I do

Alongside boards and leadership teams.

I work with boards and leadership teams to find what’s really holding the organisation back, in culture, capability, process, risk appetite and leadership. Alongside you, I advise on the foundations you can put in place for change, growth and performance that lasts.

From culture resets and organisational change, to crisis response, leadership alignment and building genuinely high-performing teams, I work alongside leaders like you, in businesses like yours, to bring clarity, challenge assumptions, and turn difficult moments into lasting change.

I’m not just delivering training. I use my experience and maturity to create the clarity, capability and resilience your organisation needs to survive, thrive and succeed. My workshops, if we need them, are just one of the tools that get you there.

This work is delivered through my own company, Cloud 9 Business Solutions Ltd.

When organisations call me

Four situations I am usually brought into.

Two cultures becoming one

A merger of cultures, or a breakdown in trust and psychological safety that has to be understood before it can be repaired.

Growth that outpaces the culture

Organisations that want to grow in line with their original founding aims, and are finding it harder to hold on to the culture as they expand quickly.

An independent read for the board

Advisory to the board of directors: understanding impartially and independently what the people, the processes and the mindsets are telling us.

Alongside the leadership team

Working with the senior team through a difficult stretch of change, a hard process change, or coaching to hold people safe while they navigate it.

Why me

I have run these organisations, not only advised them.

I have sat in that chair

I have been the CEO of five Welsh organisations and an interim chief executive, so I have sat in the chair while the culture was the problem, not beside it.

That is the difference between an outside view and an outsider’s view. I can be impartial about what the people, the processes and the mindset are saying, and still know what it costs to act on it.

CEO of five Welsh organisations
Interim chief executive
Board-level advisory

More about me →

Heather Anstey-Myers, executive coach and business leader

Kind words from my clients

Heather has skilfully helped me identify overall goals for the program of coaching and in each individual session she ensures that the focus and goals for that session are relevant to the overall aims of our coaching contract. She is adept at understanding specific issues in the wider context of work and life. I feel she has a good understanding of my overall life situation and work obligations and development needs. I think Heather is particularly good at getting an understanding of the impact of my current reality on me on an emotional level and also how things would feel if they were different. This helps me explore possible options. Leadership coaching session written summaries are very insightful and comprehensive and provide further food for thought.

Senior Clinician
Welsh NHS

Questions I am asked.

How is this different from your coaching? +

This is the organisational work. One-to-one coaching is with a person, and team workshops are with a team. Here the client is the organisation itself: its culture, its processes and the mindset running through it.

The three often meet. Organisational work frequently includes coaching individuals, because change asks a lot of the people carrying it.

What do you actually look at? +

People, processes and mindset. Mindset means the appetite for risk, the ambition, the drive and the growth plans, which is usually where the honest conversation is.

Then the foundations: whether what the organisation says it wants is supported by how it is actually set up.

Do you take interim roles? +

Yes. I have held interim chief executive posts, most recently at Hybu Cig Cymru, and I am currently chief executive of Manufacturing Wales.

Interim work suits an organisation that needs a steady hand through a particular stretch rather than a permanent appointment made in a hurry.