Lottoland — scaling, M&A, and IPO prep across Europe, LATAM and Australia.
Country Head of HR, global banking.
Working internationally with leaders across Europe and beyond.
Solutions Focused Coach · Certified Mediator · Certified D&I Specialist.
"She doesn't just listen. She reflects back what you can't see yourself — and then helps you do something about it."
A decade as Chief People Officer at Lottoland — scaling across Europe, LATAM and Australia through rapid growth, M&A, and regulatory complexity. Seven years as Country Head of HR at Credit Suisse. Senior roles across retail and financial services. I co-founded The HR Dept — I know what it means to build something, not just run something.
What I bring isn't a framework. It's the ability to sense what's really happening — and name it with enough precision that it moves things forward.
No ego. No softening what needs to be said. Just clarity, and a path forward.
Every leader in the room already knows what needs to happen. They know the person needs to go. They know the vision is unclear. They know the decision has been stalled too long. The information is there. The analysis has been done. Sometimes it's been done three times.
The gap is the moment between knowing and saying it out loud to the person who needs to hear it. What lives in that gap is usually one of three things: relationship protection — if I say this, something between us changes; identity threat — if I name this problem, I'm implicated in it; consequence fear — I can see the move but I can't see everything that might go wrong.
Courageous leadership isn't the absence of those three things. It's moving through them anyway. I make the cost of inaction visible. I sit with leaders in that gap and I don't let them make it comfortable. I help them move through it to the other side.
The real dynamics driving decisions — named clearly, without politics or softening.
Across your team, structure, and leadership — the things that are driving outcomes but haven't been named.
Without drama, but without softening. The conversation that hasn't happened — happens.
Defined ownership. Agreed next steps. Progress that sticks.
What leaders say — and what changed as a result.
"Leah is the person you go to when you need to feel the pulse of the business. She understands people and systems in a way that's rare — and she uses that insight to help other leaders see what they've been missing, and act on it."
"Leah leads without ego. She's honest and transparent, backs her people, and creates an environment where you feel valued and heard — while still making the bold decisions that need to be made."
"Leah listens and observes in a way that's deeply in tune with people. She takes that insight and applies it to structures and positions — and things that had been stuck start to move."
C-suite leaders carrying decisions that are complex, high-stakes, or stuck
Leadership teams where misalignment, slow decisions, or unclear ownership are costing progress
Co-founders or executive pairs where a relationship breakdown is creating organisational risk
Founders and executives who need a trusted thinking partner outside the room — someone who will tell them the truth
Organisations scaling fast, navigating change, or operating in high-pressure environments
Teams looking for quick fixes
Organisations unwilling to challenge how things currently work
Leaders not ready to take ownership
A short guide for C-suite leaders on how to recognise when a decision is truly stuck — and what it's costing the business every week it remains unresolved.
Sent directly to your inbox. No list, no follow-up sequence.
A focused conversation to understand what you're dealing with and whether working together makes sense. No obligation, no pitch.
