Create clarity. Make better decisions. Move forward without treating burnout as the price of high performance.
Create clarity.
Make better decisions. Move forward without treating burnout as the price of high performance.
Leadership
Build clarity and confidence as you step into leadership, manage performance or lead through change.
Workplace challenges
Work through priorities, stakeholder dynamics, difficult conversations, conflict and change.
Career progression
Prepare for promotion, performance conversations, salary discussions and your next career move.
OUR APPROACH
The right framework for the situation.
There is no universal playbook for work. Maybe you are preparing for a promotion, navigating a difficult stakeholder, trying to get clearer on priorities, or figuring out how to lead through change.
We start with what is actually happening. We unpack the situation, identify what is getting in the way and choose the right framework for it.
You leave with clearer thinking, practical tools and a next step you can actually put into practice.
WHY PROPEL
People and performance are connected.
Capable people can get stuck. Managers do not always have the time to coach through every challenge. And as organisations change, people face situations they have never had to navigate before.
Propel helps people understand what is actually happening at work, focus on what matters and turn better thinking into practical action.
The goal is not to work harder. It is to work with more clarity, ownership and confidence.
THE FOUNDER
Meet Nicole, the Founder
I'm Brazilian and German, grew up in a multicultural family, and have lived across four continents. Maybe that's why I've always enjoyed figuring out how organisations, and the people in them, actually work.
I spent 15 years in corporate leadership, much of it inside organisations going through constant change. I worked through mergers and acquisitions as the team being acquired, the team doing the acquiring, and the person bringing two cultures together. I built teams from the ground up and took over teams already in motion. Every one needed something different.
In my last role, I led seven teams and nearly 100 people inside a 4,000-person global company. I ran performance cycles, made promotion decisions and mentored first-time managers. I was also accountable for business performance, which meant making trade-offs and keeping teams on the work that moved the business forward.
That combination shaped how I work. I care about people, and I care about performance. The teams worth building are high-performing and human, and a leader's job is to create the clarity and conditions for both.
Performance & promotion
ran the cycles and made the calls, so she knows what evaluators look for and what gets missed.
Mergers & acquisitions
from every side: on the team being acquired, the team acquiring, and the one bringing two cultures together.
Nearly 100 people
across seven teams at a 4,000-person global company, accountable for both the people and the business results.
15 years
of corporate leadership across telecoms, InsurTech and payments, much of it through constant organisational change.
WHERE TO START
How Propel works.
Every engagement starts with what's happening at work right now. A promotion case to build. A stakeholder who won't move. A team you've inherited mid-restructuring.
First comes working out what's in the way. Then the work gets hands-on: I build the impact narrative with you, or put together the structured capacity argument I ran with my own teams for years.