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Change can accelerate growth — or derail it. The difference? How you lead through it.

I help CEOs, founders, and leadership teams navigate change with clarity, confidence, and momentum — turning uncertainty into opportunity.

Whether it’s digital transformation, organisational restructuring, recovery from stalled delivery, or adapting to AI-driven shifts, I bring over 20 years’ experience guiding high-growth SMEs and global brands like JPMorgan and Centrica through high-stakes change.

I work as both a strategic advisor and execution partner — combining big-picture thinking with hands-on delivery to ensure change sticks and results last.

What I do:

- Strategic 1:1 advisory for high-impact decisions & blind spots
- Embedded execution partner to unblock delivery & keep pace
- Practical frameworks for cadence, communication, decision-making & delegation

When to call me:

- Digital transformation & organisational change
- Recovery & restructuring
- Interim leadership & capacity gaps
- Leading teams through AI-driven change
- Turning around failed consultancy efforts

How I lead change:

- Clarify the vision and the case for change
- Work backwards from the outcomes that matter
- Align people so everyone knows what’s changing, why, and their role in it
- Build a delivery rhythm the team can sustain
- Support execution with challenge, clarity, and perspective

Why clients choose me:

I’m a grounded operator with academic depth from Oxford Saïd Business School and a straight-talking, results-focused style. My clients value my ability to cut through complexity, create alignment, and get things moving — without adding more noise.

📩 If you’re leading change and the stakes are high, message me to arrange an intro call.

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www.stellarcoach.co.uk
email: stuart@stellarcoach.co.uk
Or message me on LinkedIn

Stuart Turner

There is a moment halfway through any difficult change when the noise fades and the work becomes honest. No more slogans. No more optimistic timelines. Just you, your team and the next hard metre.

That is the point where leadership starts to matter. Not because you give a speech, but because you set a rhythm. You make one clear call, you hold one clear line, and you keep people moving when comfort would have them stop.

What helps is rarely dramatic. It is simple, visible and repeatable.

Name the next landmark so the team can see progress.

Cut one competing priority so focus has room to breathe.

Ask for written recommendations before you meet so time together is for decisions.

When a call is reversible, take the smallest safe step by Friday and review it.
When a call is not reversible, slow down just enough to align owners and risks, then commit.

The teams that reach the end are not the loudest or the most talented. They are the ones that learn to keep cadence under pressure. They spend less time narrating effort and more time choosing a path. They publish what changed, who owns what and what gets paused to protect capacity. They close the day knowing what tomorrow is for.

If you are in that middle stretch now, make it lighter for your people. Clarify the next landmark, remove one distraction and set the pace you want them to keep. Momentum is not an accident. It is a choice you remake, steadily, until the result looks inevitable.

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#Leadership #Change #Strategy #OperatingRhythm #DecisionMaking #Execution

I help CEOs, founders and leadership teams navigate change with clarity, confidence and momentum, turning uncertainty into opportunity.

Create Space to Lead | Deliver Change That Sticks | Hands-On Strategic Advisory for CEOs, Founders & Leadership Teams Navigating High-Stakes Change

Most teams do not fail for lack of effort. They slip in the quiet gap after a meeting when actions are vague, ownership is fuzzy and the calendar fills with more updates than decisions.

If you want momentum, close that gap on the spot.

In every leadership forum, aim to leave the room with four simple anchors written down and visible to everyone.

1) Owner
Name the single person who will make the call or move the work. One owner. No committees.

2) Decision date
Write the date, not “next week”. If the call is reversible, set the smallest safe step by Friday and review it. If it is not reversible, state what evidence you need and who will bring it.

3) Success signal
Define what a good result looks like in one line. If the signal does not move, you change approach, not the slide.

4) Stop list
Say what will pause to create capacity. Focus is a choice. Make it explicit.

Publish a three line brief within 24 hours: what changed, decisions made with owners, top risks and the next two weeks. Link your live decision log so nothing gets reopened by accident.

The effect is boring and powerful. 

Calendars quieten. 

People bring recommendations instead of narration. 

Decisions stick because everyone can see who owns what and when it lands.

If your week currently ends in more meetings than movement, try the four anchors in your next session. 

You will feel the pace change.

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#Leadership #Change #Strategy #OperatingRhythm #DecisionMaking #Execution

I help CEOs, founders and leadership teams navigate change with clarity, confidence and momentum, turning uncertainty into opportunity.

Follow Stuart Turner for more insight on leading change at speed, decision cadence, executive operating rhythms, and turning disruption into practical advantage.

Most transformations do not fail for lack of effort. They fail because leaders drown in updates and starve for insight.

This week’s edition of The Stellar Edge is a reset. Not more process, a cleaner way to see and decide.

What it covers

- Why noise creeps in and turns into culture
- The few field rules that keep information useful
- A weekly cadence that shifts meetings from narration to decisions
- How to separate routine rhythm from escalation so urgency does not hijack the week

Three ideas to steal

1) One page, one owner, one request. If it cannot fit on a page or name an owner, it is not a weekly update.

2) Decide, delegate or date. No fourth option in the room. Record it in a live Decision Log to stop re-litigation.

3) Three-line brief in 24 hours. What changed, decisions and owners, top risks and the next two weeks. Consistency is culture and culture is speed.

Try this today

Before your next leadership meeting, ask for written pre-reads, mark each item as reversible or irreversible, and end by publishing a three-line brief. By the following week you will feel the difference: fewer reopenings, clearer focus, faster movement.

If this resonates, the full write-up walks through weekly, monthly and escalation rhythms, the evidence pack on one page, the metrics that matter, and the traps to avoid.

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#Leadership #Change #Strategy #OperatingRhythm #DecisionMaking #Execution

I help CEOs, founders, and leadership teams navigate change with clarity, confidence, and momentum, turning uncertainty into opportunity.

Follow Stuart Turner for more insight on leading change at speed, decision cadence, executive operating rhythms, and turning disruption into practical advantage.

Most transformations do not fail for lack of effort. They fail because leaders drown in updates and starve for insight. If your week is a blur of deck

Open article: How senior leaders cut noise, surface signal, and make better decisions in fourteen days by Stuart Turner • 7 min read

How senior leaders cut noise, surface signal, and make better decisions in fourteen days

Leading at the top isn’t just about strategy, performance, or driving transformation.
It’s about carrying the weight of change while still being human.

I know, because I’ve been there.

While leading a restructure that impacted 1,800 people, my personal world was unravelling — divorce, miscarriage, custody battles, a life-threatening illness, and the end of my marriage all collided at once.

What I learnt is this: you can’t leave your personal life at the door. Wherever you go, you take your whole self with you. And when professional demands and personal storms collide, leaders need more than a framework — they need someone who truly gets it.

That’s where I come in.

Today, I support C-suite and board-level leaders navigating:

Transformational change and restructures

The weight of high-stakes decision-making

Personal crises that don’t pause for business

My coaching blends lived boardroom experience with the raw reality of resilience, empathy, and growth forged through life’s toughest challenges. I don’t just bring theory — I bring understanding, perspective, and space for leaders to show up whole.

Because leadership isn’t about being invincible.
It’s about being courageous enough to be human — and still lead with clarity, confidence, and authenticity.

Client Success Stories:

 💬 “Kim-Adele is the most attentive listener of anyone in this field.  She has been there and done it successfully and brings that experience to help her clients do the same.” - Pete Lowe

 💬 “I was hit by redundancy and didn’t know what to do next.  Kim-Adele helped me identify a path to entrepreneurship. I now own my business and I am thriving.” – Ali Harris


Why work with me?

Having been both a senior leader and transitioned to non-executive roles and entrepreneurship, I understand the pressures and fears of leading at the top.  I’ve faced doubt, imposter syndrome, and the loneliness of being at the top. I’ve led through tough times and emerged with a fulfilling new path, bringing that experience to help you do the same.


👉 If you’re a senior leader navigating transformation while carrying more than most people will ever see, let’s connect. You don’t have to do it alone. DM me to talk confidentially and explore your next move.

🤝 Kim-adele Randall

In today’s episode of Authentic Achievements, Kim-Adele is joined by the extraordinary Siew Ting Foo — transformational growth leader, former global CMO, and the woman behind some of the world’s most iconic brand transformations at Unilever, Mars, Diageo, Fonterra and HP Inc.

With more than 25 years shaping brands with purpose, Siew Ting has become known as a leader who builds businesses and brands with soul. She has been recognised six years running as Asia’s Most Purposeful and Influential CMO, and named one of Asia/China’s Top Women Leaders. Her latest book, Building Brands with Soul, explores what happens when you weave purpose, humanity, and heart back into business growth.

Together, we explore:

Key Themes in This Episode

Why the future of leadership is deeply human

How to build brands from the inside out

What it really means to lead with soul

The ripple effect of aligning personal purpose, team purpose, and brand purpose

Why emotional intelligence, psychological safety, and vulnerability are now strategic advantages

How iconic brands create connection through consistency, values and experience

Why “soft skills” are actually the hardest — and most essential — leadership skills

Siew Ting’s honest reflections on vulnerability, courage, and learning to lead with heart

This conversation is packed with wisdom, lived experience, and beautifully human insight. Whether you're a marketer, founder, senior leader, or someone passionate about building something meaningful, this episode offers inspiration and practical guidance in equal measure.

About Siew Ting Foo

Siew Ting is a global CMO, brand architect, purpose strategist and transformational growth leader. She supports organisations ready to reinvent their culture, brand, and leadership through human-centred strategy.
Connect with her:
Website: www.soulforprofit.org

LinkedIn: https://lnkd.in/eTTYbndu

Like what you hear?
Follow, rate ★★★★★, and share to support more authentic leadership stories.

Kim-Adele Randall

I’ve Led at the Level I Coach | Executive Coach of the Year | Advisor to CEOs & Boards | Author of The Curious Leader (2026) | TEDx Speaker

Building Brands with Soul: Leadership, Purpose & Human-Centred Growth 

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