Most startups don’t fail on strategy.
They stall on unresolved founder dynamics.
Systemic coaching to decode what drives your decisions, prevent co-founder conflicts, and build ventures that scale without costing you your relationships
Hi, I’m Wouter
I’m combining business design, founder dynamics, and expertise in systemic intelligence to unlock the full potential of founders and organisations.
Here to help founders with the problems that strategy alone can’t fix:
When the founder becomes the constraint instead of the catalyst.
When leadership hasn’t evolved, but the business already has.
When co-founder misalignment quietly taxes every growth decision.
When culture drifts because it was never designed to scale.
How to save your startup:
65% of startups fail due to Cofounder Conflict
Founders don’t become the bottleneck by accident.
They become the bottleneck when the foundation of the business no longer supports growth.
1. Everything still runs through you
In the early days, this created speed.
Now every decision waits for you. Execution slows. Opportunities pass.
The business can’t grow faster than your calendar.
It usually shows up in one of six ways:
2. Your leadership style didn’t evolve with the company
What worked at 5 people breaks at 25.
You’re still leading like a starter, while the business needs a builder of systems.
The foundation was designed for survival, not for scale.
3. You don’t have a real leadership team yet
You have capable people, but not enough ownership.
Decisions travel upward because authority and accountability were never clearly designed.
Growth stalls because the system depends on you to function.
4. Co-founder tension is leaking into the business
The relationship that once fueled growth now creates friction.
Decisions take longer. Alignment weakens. Energy drains into politics.
What wasn’t resolved early now quietly taxes every growth move.
5. Culture is no longer pulling growth forward
The early magic that made people go the extra mile is fading.
Instead of a living culture, you’re managing behavior.
The culture was never anchored to growth. It just emerged.
And now it’s no longer doing the heavy lifting.
6. Growth is stalling, even though the market is still there
Not because the strategy is wrong.
But because the system can’t absorb more complexity, more people, more demand.
Revenue plateaus. Execution strains. Every next step feels heavier than it should.
The foundation simply isn’t built for the level of growth you’re aiming for.
1. See the foundation as it really is
From symptoms to system clarity
We start by mapping what’s actually constraining growth.
Not opinions. Not personalities. The system.
We look at:
where decisions accumulate
how leadership, ownership, and authority are really distributed
where co-founder alignment is slipping
how culture is currently shaping behavior
Outcome:
A shared, unfiltered picture of the real foundation the company is running on today.
Most founders are surprised by what they see. That’s the point.
How I work
A 4-step roadmap to remove the founder bottleneck and unlock growth
2. Identify the growth fracture
Name the one thing that keeps repeating
Every stuck company has one core fracture.
Not ten problems. One underlying pattern.
This might be:
a founder still operating in an early-stage role
unresolved co-founder tension influencing decisions
authority without ownership (or the other way around)
a culture that no longer matches the company’s complexity
Outcome:
Clarity on the single constraint that, if left untouched, will keep recreating the same growth ceiling.
3. Redesign the foundation for the next stage
From founder-led to system-led
This is where we consciously redesign what no longer fits.
We work on:
leadership evolution and decision architecture
re-anchoring roles, authority, and accountability
resetting the co-founder dynamic if needed
stabilizing culture so it supports scale instead of nostalgia
Outcome:
A foundation that matches where the company is going, not where it started.
Less dependency on the founder. More flow in the system.
4. Translate the shift into growth
Make the change hold under pressure
Insight without integration collapses at the first crisis.
We make sure the shift:
survives real decisions
holds when pressure increases
doesn’t slide back into old patterns
This is about embedding the new foundation into how the company actually operates.
Outcome:
Sustainable growth without the founder carrying the system on their back.