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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

Most annual plans do not survive the first quarter.

Not because leaders lack ambition or discipline, but because the year is too wide and the focus is too loose. Drift feels harmless in January but expensive by June.

So this year I am starting with a different lens:

What would happen if you did fewer things, faster and better, for the next 90 days?

In the latest edition of The Stellar Edge I unpack why Q1 quietly decides the rest of the year, how to choose what really deserves your attention, and how to build a simple operating rhythm that protects both momentum and capacity.

It is a calm, practical read for CEOs, founders and senior leaders who want more clarity and progress without adding more noise.

If that resonates, the full edition is below.

#changemanagement #leadership

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

Most organisations start the year with ambition. New initiatives, new priorities, new language about transformation or acceleration. The intent is gen

Open article: A practical operating system for leaders who want less drift and more delivery in 2026. by Stuart Turner • 6 min read

A practical operating system for leaders who want less drift and more delivery in 2026.

Everyone is talking about AI tools, models and vendors. Far fewer are talking honestly about the people who have to live with them. Most AI programmes do not stall because of bad technology. They stall because the human system around the tech was never prepared to absorb it.

In this edition of The Stellar Edge, I look at AI as a people programme first. I break down the four real transitions that decide whether it delivers or quietly dies on the shelf: skills, trust, accountability and identity. Not in theory, but in terms of what people actually feel, fear and need from leadership when AI starts to reshape their work.

If you are sponsoring any kind of AI initiative this year, this is less about the roadmap and more about the conversations, expectations and conditions you will need to lead.

#change #leadership

Everyone talks about AI in terms of tools, models and integration timelines, but that is rarely where the real difficulty sits. The difficult part is 

Open article: How to lead the human transition so technology delivers by Stuart Turner • 4 min read

How to lead the human transition so technology delivers

A mid-size tech company decided to get serious about cross-functional delivery.

They spent big. New tools, sprint coaches, a transformation lead. The CEO kept saying "We win when teams ship value together."

But the incentives told a different story.

Sales got paid on deals closed. Product on feature count. Engineering on keeping incidents down.

Three parts of the business, paid to pull in different directions.

So Sales chased anything that would close.

Product raced to tick boxes on lists that had nothing to do with value. 

Engineering slowed everything down to protect their numbers.

Everyone looked brilliant on paper. The transformation stalled.

Leadership blamed execution. But the system was doing exactly what it was designed to do.

You can't reward people for A and expect them to deliver B. Pay for output, you get output. Incentivise individual heroics, you get silos.

Change runs on behaviour. Behaviour follows incentives faster than it follows town halls or posters.

The companies that actually make this work do it differently.

They tie incentives to outcomes, not activity. They share rewards across Product, Engineering, and Ops when value gets delivered. They pair bonuses with leading indicators - adoption rates, delivery pace, customer signals. They create real disincentives for local wins that damage the whole.

The question: Are your targets and rewards aligned to the behaviours your strategy needs?

Because if they're not, the system will resist the change you're trying to make.

#changemanagement #leadership #change

What is the biggest incentive mismatch you’ve seen during a transformation?

Most leaders do not struggle with ideas.
They struggle with timing, permission and readiness.

You can have the right strategy, the right technology and the right intent, and still stall if the organisation has not been prepared to absorb the change that follows.

Readiness is not about enthusiasm.

It is about clarity of direction, confidence in decision rights and trust that the ground will not shift again next month.

When those conditions are missing, even good answers create friction. People hesitate, escalate or quietly wait it out. Progress slows, not because people resist change, but because they do not know where they are safe to move.

The real work of leadership is not finding better answers.

It is creating the conditions where answers can actually land and turn into action.

--

P.S. I've been busy turning years of lessons into something practical. More soon. 

#change #leadership #changemanagement

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.

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taplio

The Battle

Stuart Turner

🤝 Kim-adele Randall

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Stuart Turner's LinkedIn Performance

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