Perci Health

Business Development Manager

Allermuir Capital Ltd

Commercial Manager

Lukah

CEO and Founder

Foundy

Analyst

Zwings

Advisor

Reckitt

Junior Brand Manager

James Hart

I work with C-Suite, founders and leadership teams who want to lead at a higher level — without burning out, losing people, or avoiding the conversations that really matter.

Most of my clients are scaling fast (30–500 people), navigating change, or leading in complex environments. As pace increases, cracks start to show:

• The CEO is still too close to the detail
• Senior teams avoid conflict or delay hard decisions
• Culture feels tense, misaligned or unclear
• Performance issues surface, but no one names them early enough

That’s where I come in.

I partner with businesses who need senior HR and people leadership support but don’t yet need (or want) a full-time hire.

As a Fractional CPO / HR Director, I help founders and CEOs navigate scale, restructure, integration and people risk — bringing clarity, compliance and confidence to the people agenda while building leadership capability at the same time.

I help leaders handle high-stakes conversations with calm, clarity and confidence — so they can build trust, address performance early, and lead with real impact. 

Co-creator of DISCOVER: The Conversation Code®, a research-backed, neuroscience-grounded framework transforms how leaders communicate, especially under pressure.

I’m not a traditional HR consultant.
And I’m not “just” a coach.

I’m a strategic partner working at the intersection of leadership, performance and culture, using communication as the lever that makes change actually stick.

My work combines diagnostics, neuroscience, behavioural insight and 25+ years of senior HR and leadership experience to help organisations:

• Turn avoidance into action
• Build high-trust, high-performance cultures
• Develop emotionally intelligent leaders who stay regulated under pressure
• Fix people problems before they become costly
• Embed behaviours that scale with growth

How I work with clients:
👉Leadership Team Effectiveness – diagnostic-led work to align senior teams (Discover Teams)
👉Executive & Leadership Coaching – 1:1 or team coaching for leaders under pressure
👉DISCOVER: The Conversation Code® – immersive programmes to build capability in high-stakes conversations
👉Culture & People Strategy (Fractional HR / CPO) – senior HR leadership and advisory support for growing businesses navigating scale, change or complexity

If you’re ready to transform how your leaders think, speak and lead, let’s talk.

🌐 louisedemetriou.com | culture-code.co.uk

✨ Credentials:
📣 Fellow of the CIPD
📣 Accredited NeuroCoach and EMCC-accredited coach (Practitioner Level)

Louise -

Last week, I took a last-minute trip to New York.

It wasn’t planned. It wasn’t “convenient.” And if I’m honest, it required a decision before all the answers were clear.

But I said yes.

It wasn't because I was comfortable, or because I could clearly see the return on investment.
I said yes because I’ve learned to recognise the difference between impulse and alignment.

Some decisions don’t come with certainty.
They come with a quiet knowing.

This is something I see all the time in leadership.

The leaders who grow - personally and professionally - aren’t reckless.
They’re willing to act before everything is fully defined, while aligning with their values and judgement.

Growth often asks for trust first, and clarity later.

The work I do with leaders and leadership teams helps them make confident decisions when the path isn’t fully visible yet.

Sometimes the most important thing isn’t the plan.
It’s the willingness to say yes to what you know matters.

Louise Demetriou - (FCIPD, EMCC)

Fractional CPO | Strategic Culture Advisor | Helping CEOs & Leaders build clarity, alignment and performance through leadership, culture and people strategy | Leadership Development & Executive Coaching | DISCOVER®

A new year doesn’t ask us to reinvent ourselves, just to come back into alignment.

Alignment between who we are, how we lead, and the work we choose to do.

I'm hoping for a year of clarity, purpose, and sustainable momentum.

Happy New Year 🎉

Most leaders don’t avoid difficult conversations because they don't care or averse to conflict.

They avoid them because they don’t feel equipped to handle what might come up...

The emotion. The reaction. The consequences.

So conversations get delayed. Decisions are unclear and issues are worked around rather than worked through.

What looks like avoidance is often a capability gap, not a character flaw.

And the cost isn’t just discomfort - it’s trust, clarity and momentum.

Effective leaders show up:
not in having the answers, but in being willing to name what matters early, calmly and clearly.

This comes up frequently in my work with CEOs and leadership teams, especially in fast-growing businesses where pressure is high and time feels scarce.

The leaders who create strong cultures aren’t braver - they’re better equipped.

Recently, I’ve been paying close attention to my thinking.

I was given the opportunity to do HYROX.
Competitive. Intense. Completely out of my comfort zone.
Requiring serious, consistent training 🏋️‍♀️🏃‍♀️

Immediately, the internal narrative kicked in.

I’m not fit enough.
I’m not capable enough.
I don’t have the time.
It’s too intense.
It doesn’t fit with everything else going on.

All very convincing.
All framed as logic.
And none of them tested.

What stood out wasn’t the challenge itself - it was how quickly my thinking moved to self-protection, disguised as reason.

Once I noticed that, the shift was simple.

I didn’t try to motivate myself.
I questioned whether the thoughts were actually true.

That awareness created choice.

I’ve now signed up.
Not because I feel confident, but because I’m clear on this:

I can do hard things.

This is how leadership shows up too.

Not in sport, but in the decisions delayed, the opportunities avoided, the conversations that feel “too much”.

Often it’s not capability that holds leaders back.
It’s unchallenged thinking quietly setting the limits.

Leadership starts internally.
If you don’t disrupt the narrative, it will decide for you.

#leadershipcoaching #growth #disrupt

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