Leadership Infrastructure for Critical Change
I help CEOs and founders lead through growth, restructuring, and acquisitions.
Fifteen years building leadership structures inside global organisations — through growth, integration, restructuring, and crisis.
Years of senior experience
Markets of international expansion
Countries called home
Employees across post-merger integration
Markets built, expanded, or restructured
As businesses grow, restructure or change direction, communication breaks, decisions slow and founders become the bottleneck.
At 10 people trust runs the company. At 250, it needs a system.
Here’s what breaks in between.
Founder-led
employees
- Everyone knows everything
- No process needed yet
First fractures
employees
- Not everyone hears things anymore
- Decisions start waiting on you
Coordination tax
employees
- Managers hired faster than they’re ready
- New people don’t know how things work
Founder dependency
employees
- Every hard decision lands on the CEO
- Strategy and daily work drift apart
Structural reckoning
employees
- What got you here stops working
- The leadership team has to be redesigned
Traditional consulting focuses on markets, strategy, and cost. Executive coaching focuses on the individual. Neither addresses the collective mechanics of how a leadership team actually functions under scale and pressure.
“Pressure reveals the quality of the system. And the leaders within it.”
Signature Framework
Who decides what, and at what level.
When ownership is unclear, everything escalates to the CEO. Speed disappears.
Critical during: M&A, restructuring
What reaches leadership, and how accurately.
Filtered information means leaders act on noise. Problems grow before anyone sees them.
Critical during: Crisis, downsizing
Who carries the weight — and whether the system can hold it.
When a few people absorb everything, you’re one resignation from breaking.
Critical during: Merger, transition
— Case Studies
Work, told honestly.
Founder-led · Consumer Goods
PEOPLE
MARKETS
Building the infrastructure a fast-scaling business needs.
“We stopped scaling the chaos and started scaling the company.”
Fashion Retail
SOURCING OFFICES
legal challenges
Consolidating global operations without losing the business.
“The strategic logic was clear; the execution was not.”
This work comes from the inside.
I didn’t learn this in a classroom. I learned it over fifteen years inside organisations that were scaling, restructuring, and expanding faster than their leadership could handle.
I’ve helped restructure seven international sourcing offices for a British fashion retailer without losing a day of operations. I’ve helped grow an American beauty brand from two markets and fifty people to thirteen markets and three hundred — legal entities, hiring, leadership structures, operating cadence, built from zero. I’ve worked inside post-merger integration at the scale of 60,000 people, and rebuilt operating models through a market downturn.
I’ve lived and worked in Brazil, the UK, the US, and Norway. I founded Luciana Breivik Advisory in Stavanger to do this work independently — for the companies that need it most.
— Begin
Every meaningful transformation begins with a conversation.
A short qualification call — no deck, no pitch, just clarity. I use that conversation to understand the structural problems you are facing and whether a diagnostic will create value. If there is a fit, we will know quickly.
- Responses within 48 hours
- 8–12 engagements accepted per year
- Full confidentiality, always