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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

To build sustainable business value, you start with the goal, then earn the reputation that makes it possible.

At Reputation Sherpa, we guide CEOs and leadership teams to work backwards from their growth targets to define the reputation they need to achieve them. Then we help make it real.

Clients have attributed nearly half a billion dollars in added business value to this process.
Because when your reputation is clear, every path to growth gets easier:

--> Clients choose you faster
--> Employees stay longer
--> Investors see greater value

Using our CARAT framework (Credibility, Attention, Relatability, Authority, and Trust) we help turn your invisible wins into visible credibility.

Our frameworks are built on more than 15 years of research, psychology, and results across sectors from professional services to tech and infrastructure.

The outcome is a stronger reputation, inside and out, that amplifies your brand, builds stakeholder confidence, and increases the future value of your business.

If you’re ready to start with the goal and build the reputation that gets you there, let’s talk.

For insights on proactive reputation building, or to start a conversation, let's connect.

Jo Kinner

In large bodies of water, there's a depth at which the temperature drops sharply. 

The thermocline. It's an invisible barrier that keeps the warm surface water from mixing with the cold depths below.

A while ago, I came across a piece by John Bull that made sense to me. He described the point at which trust collapses and clients rapidly and unexpectedly leave their service provider. 

He called it the 𝘵𝘳𝘶𝘴𝘵 𝘵𝘩𝘦𝘳𝘮𝘰𝘤𝘭𝘪𝘯𝘦 because the business doesn't see it coming.

In supplier/client relationships, small issues accumulate. 

--> Prices steadily increase with no added value
--> Service quality reduces over time
--> Fewer features cost the same, or more

Clients tolerate individual issues without a change in behaviour (partly due to the hassle of finding an alternative). 

On the surface they appear loyal. Yet trust has eroded underneath. 

Once the thermocline is reached, clients leave rapidly. Leaders often look for the 'final trigger' and aim to reverse it. But trust builds over time, and they find the reversal doesn't restore the client relationship.

What can you do? Just as divers prepare for a change in water temperature and density they can't see coming, business leaders need to know what lurks in the depths of their stakeholders' minds. 

If there's nothing niggling, that's a great outcome. If there is, knowing about it can spare you the pressure (and cost). 

If you'd like to know what's on the minds of 𝘺𝘰𝘶𝘳 key stakeholders, let's connect. I've been helping companies surface stakeholder issues early for 19 years.  

----
I'm Jo from Reputation Sherpa. I help business leaders use reputation as a strategic tool to build long term value in their company and brand.

Take your business further with a higher reputation | We guide you | Founding Partner at Reputation Sherpa

I’ve tried this on behalf of a client and the insights are next level! Plus I know how much time went into building it. Give it a go while the free offer is there.👏👏

I've met a lot of founders who make decisions based on instinct, plus maybe a Google search or a chat with ChatGPT.

There’s a much better way. . .

I’ve been building a suite of AI decision-support tools for startup founders. The first of these is the AI Startup Analyst.

It uses a knowledge base built on more than a decade of work with 2,000 startups, to give founders the kind of insights they'd normally only get from an experienced advisor or investor.

It reviews your website, reads your pitch deck or business plan, analyses the competitive landscape, researches funding activity in your sector, and generates insights that would take an experienced analyst days to come up with.

You won't get this from chatting with your favourite LLM. This deep analysis is shaped by hands-on experience, seeing what works and what doesn’t in real startups.

In 10 minutes, the AI Startup Analyst delivers:
👉 A detailed, fully-referenced PDF report with insights and practical recommendations
👉 An audio version of the report you can listen to on the go, generated using industry-leading text-to-speech models from ElevenLabs.

Amy McDougall, founder of VeriWorth, used the AI Startup Analyst and told me: “This is some of the most practical and grounding startup advice I've received. Blows my mind that this is possible!”

I’m officially launching it today, and giving FREE access to the first TEN founders who want to try it.

If you’d like an AI Startup Analyst report for your company, comment ANALYST or DM me. Connect with me and I’ll DM you a link. 
[UPDATE: I've allocated all the free places. You can still check out the AI Startup Analyst at https://lnkd.in/gFC8NzA2]

#AI #startup #analyst

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The Battle

Stuart Turner

Jo Kinner

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taplio

The Battle

Stuart Turner

Jo Kinner

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

Performance ScoreJo Kinner's LinkedIn Performance

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Performance ScoreStuart Turner's LinkedIn Performance