Over the last decade, I’ve worked with more than 1,000 teams, from high-growth startups at Imperial College London to global brands like Google and American Express.

My content on the Business Model Canvas has reached over 325,000 views on YouTube, helping leaders worldwide rethink how they create, deliver, and capture value.

Time and time again, I see the same situation.
Talented teams working hard.
But on the wrong things.

Why?

Because the plan isn’t clear.

It’s buried in slide decks.
It lives in the leader's head.
The team can’t see it or follow it.

When that happens, they loses focus, waste energy and miss the biggest opportunities.

I believe strategy works best when it’s inclusive.

The most successful leaders don’t try to have all the answers. They make sure their whole team can see the big picture and they encourage everyone to contribute their best ideas.

That’s why I use visual tools like the Business Model Canvas.

They make strategy simple, visual and actionable for everybody. They turn passive team members into active co-creators of the future. That way, your team is truly with you and committed to the same future you are. When that happens, you're ready to do the best work of your life.

Leaders bring me in when:
→ Growth has slowed down 
→ The old playbook no longer works 
→ Teams are pulling in different directions
→ People are busy, but not getting results
→ A big launch or change is coming (it's high risk)
→ There’s no proof customers will buy the next idea

I was personally trained by Alex Osterwalder.
He's the creator of the Business Model Canvas.
It's a visual strategy tool trusted by millions globally.

"I enjoy working with Nick. I'm confident you will too."
– Alex Osterwalder, Founder & CEO, Strategyzer

Where do we start?

It’s called The Business Model Power Hour.

In 60 minutes, we will:

→ Map your business on one page
→ Identify what’s working and what’s not
→ Decide what to prioritise for the next 90 days
→ Create a plan your team can see and follow

Clients often tell me it’s the most valuable hour they’ve ever spent on their business.

Most then move on to do a 12-Week Sprint.

This is where we:

→ Stress-test your business model
→ Adapt to what customers want now
→ Build evidence for your big decisions
→ Align culture with strategy

By the end, you’ll have a plan that works in today’s market and a team ready to deliver it.

If you want clarity, alignment and a plan your whole team can use tomorrow, then click the link in my Featured section below.

Nick Himowicz

Have you ever noticed how the Business Model Canvas looks a bit like a tennis court?

I don’t know whether the layout was intentionally inspired by tennis but I’m not sure it matters.

What does matter is the effect.

The canvas feels familiar the moment you see it.

→ A centre
→ Two sides
→ Clear boundaries

Even if you’ve never used it before, it doesn’t feel alien.

Familiarity lowers the cognitive barrier. When something feels easy to pick up, it’s easier to adopt which might be one of the reasons why millions of people use it to start, grow, and pivot their companies.

This reminds me of the Tesla story.
The Model S was radical on the inside:
→ Electric drivetrain
→ Software-first
→ Over-the-air updates

But on the outside, it looked like a normal car.

This wasn’t accidental.

By making it look familiar, Tesla made it easier for people to say yes.
Only after mass adoption did Tesla feel able to release something that looked like it came from another planet (the Cybertruck.)

There’s a pattern here.
Early stage = new inside + familiar outside.
Later stage =  distinctiveness becomes the advantage

So the real question isn’t about canvases or cars or tennis courts.

What stage are you at?

Are you building something genuinely new and struggling with adoption?
You might need to make it feel more familiar, not more impressive.

Or are people already adopting your product at scale?
Maybe now is the moment to do something unmistakably out of the ordinary.

Familiarity can help people say yes.
Difference helps them remember why they chose you.
The trick is knowing which one you need right now.

Side-by-side comparison of the Business Model Canvas layout and a tennis court diagram, highlighting their similar structure.

I'll help you meet and collaborate better | Next FrictionFree email: Why tribal behaviour explains everything about work (and meetings...)

Meeting culture is a huge and under-scrutinised issue. It's costing productivity, employee morale and the delivery of your strategy. 

It's usually symptomatic of a deeper systems problem: 'collabureaucracy' - and THIS is why companies are drowning in collaboration communication.

5 signs you're in collabureacracy - and need more than just a set of meeting rules:
- Lots of conversations but struggling to get to decisions and action
- People are exhausted from frustrating back to back meetings each day
- Teams missing milestones because people don’t have enough time for deep work
- People struggling to collaborate across teams and feeling unclear and frustrated
- Circular conversations and poor interactions with colleagues in meetings are creating friction

Book a 25-min call with me: https://calendar.app.google/m8A2tTCZsmmMJ6Bc6 

---  Why I can help where others have failed --- 

Much of what we’re told about meetings 
- comes from the industrial era 
- is not evidence-based
- focuses on tactics like agendas and timekeeping
- fails to serve knowledge-based collaborative work

FewerFasterBolder is a mindset and meeting toolkit fit for the *collaborative* era which
- goes to the heart of what underpins meetings: culture, leadership and psychology (not process and technology)
- helps people of different styles and with different goals to collaborate together without ego
- focuses on progress, not process
- releases weary teams from meeting burnout 
- enables meetings to go deeper, faster to get to what matters
- is based on research and evidence


--- What can you expect from me and FewerFasterBolder --- 

- Reduce current meeting time by 30-50% – one org reduced theirs by 75% in 6 weeks.
- Start hitting milestones on time and solving the deep-rooted problems that have been holding you back
- Improve the quality of meetings dramatically – sharper discussions and outcomes, no more circles or rabbit holes
- Build great trust-filled relationships across the org though clear energising interactions with colleagues
- Get to the heart of what really matters sooner and make good decisions that everyone backs


Find our more: www.fewerfasterbolder.com
Book call: https://calendar.app.google/m8A2tTCZsmmMJ6Bc6

Dr Carrie Goucher

Today, let's learn a technique to stop wasting time in group chat in 2026: Flashtagging

Originally coined by Hubspot, 'flashtagging' is a hashtag added to a message in a chat to convey strength of opinion AKA "Hill Dying Status" 

(i.e. do I feel so strongly about this that it's a hill I'm willing to die on?). 

These tags have an assigned shared meaning so they can create context and reduce confusion in a single word.

Like this:

#fyi (Fine to act on it or not. No biggie. No response needed or expected.)

#suggestion (Here's something I would do if I were you. But you own this so your call, just let me know either way)

#recommendation or #strongrecommendation (I've given this a lot of thought. If you go a different route, have a good rationale for it)

#plea (Just trust me on this, ok! Please.)

I'll share examples for each and six more ways to use this kind of tagging in the carousel below 👇


----
👋  I’m Carrie - I share techniques every day to help you go to fewer, better meetings and get your team collaborating without the friction.

Invite me to speak and I'll teach your whole organisation how to meet 'fewer, faster, bolder' 🔥

Redesigning how we meet and collaborate: deliver what your org is capable of | PhD in Meeting Culture (Cambridge) | TEDx speaker | Trusted by big brands, NHS and government

Reduce confusion and speed up action in group chat

Oh how I love to rescue. 

You've got a problem? Pick me, I'll solve it! 

• I could just draft a few slides to get you going?
• Shall I book a call and we can talk through what you need to do?
• Just send it to me and I'll give it a quick whizz through
• Let me give them a call and sort it out
• Oh dear! OK, how about I....

And if I have literally zero time - no probs, I'll send you a thought provoking voicenote while I'm cleaning my teeth!

Rescuing is SO powerful because it appeals to not one, not two but THREE strong human urges.

1. To stay in control so nothing bad happens
2. To avoid conflict so nothing bad happens
3. To be perceived as valuable so nothing bad happens

All three are 'basic' human instincts. Stay alive. 

These instincts serve my basic needs, not my higher needs. I can do better and so can you.

Try these:

• Ok, talk to me about timelines and what other work you think should be put back
• Let me know what support would be most useful and when
• What are the options you're considering?
• What's your recommendation?
• What will you do and what would you like me to do?

Or better still, say: "" 

(i.e. nothing  - the implication being you don't need me to 'organise you' with my questions!)

There is a fine art to Not Rescuing. 

It's definitely not abdicating or chucking people under a bus.

But it's more than just turning your need for control into coaching questions (though that is an acceptable first step I most certainly use when I'm struggling to Resist The Rescue!)

It assumes other people do not need fixing, organising or structuring.

It sees people as resourceful and capable of learning. 

It holds space and improves the quality of someone's thinking.

Like many of these skills I talk about, it's a lifetime's work 😍

When I look back at some of the 'worst' meeting cultures I've worked on, they had one thing in common.

They came to me with "our meeting culture is terrible, we need help!" e.g

👉  People were triple booked all day long or

👉  Everything important-but-difficult brushed under the carpet or

👉  Diaries bogged down in dense, formal meetings pouring through huge documents


What did they all have in common?

What they described as a "terrible meeting culture" was the overuse of a cultural value.

💡   Everyone triple booked? 

This organisation was overusing a value for inclusivity. They didn't want to miss people our or lose their perspective to they invited everyone to everything.


💡   Everything important brushed under the carpet?

This organisation's people prided themselves on being friendly and agreeable. Overuse of this strength meant they didn't feel able to disagree and be 'the disagreeable one'. 


💡   Dense and formal meetings?

The subject matter was absolutely worthy of due process - but the overuse of process and formality meant no one truly participated and nothing moved forward. 


-> The point of this is that thinking of these issues as 'overuse of a strength' can be a real lightbulb moment. 

Let me know what strength your organisation overuses.

----

👋  I’m Carrie - I share techniques every day to help you go to fewer, better meetings and get your team collaborating without the friction.

Invite me to speak and I'll teach your whole organisation how to meet 'fewer, faster, bolder' 🔥

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