Helping Organisations Lead Change Well
The hardest part of any change is rarely the strategy or the policy. It is getting people to change how they work.
I help leaders bring their people with them through change, so risk is genuinely reduced, new ways of working are genuinely adopted, and performance holds through the disruption.
Extensive Fortune 500 leadership · Europe · Australia · Americas · Asia
Change Succeeds or Fails on People
Everything I do rests on one simple belief: the organisations that invest in their people, building genuine psychological safety, trust, and resilient cultures, consistently outperform those that do not. I work with leaders across Europe and Australia, in English and German, to make that real.
Change and Transformation
Poorly managed change is one of the biggest psychosocial hazards at work. I help you lead change so your people come with you, new tools and processes are genuinely adopted, and performance holds through the disruption.
See how it worksPsychological Safety and Psychosocial Risk
Safe, healthy workplaces perform better and meet their legal duties. I help you find psychosocial risk, reduce it, and build the psychological safety that lets people do their best work.
Explore this workLeadership Development
Building leaders who create the conditions for trust, high performance, and innovation. From frontline managers to senior executives, equipping leaders to navigate complexity and build teams that deliver.
Learn moreHow We Work
Most providers stop at the assessment. But the biggest psychosocial risks are change and leadership problems: poorly managed change, unclear roles, unsustainable workload, weak support. We do not just measure the risk. We lead the change that resolves it.
Assess
Identify and evaluate psychosocial risk against ISO 45003 and your obligations, giving leaders a clear, prioritised picture of where the real risks sit.
Change
Lead the change and build the leadership capability that resolves those risks: change adoption, manager capability, role clarity, workload, and better ways of working.
Sustain
Embed psychological safety, work design, and culture so the improvement holds and keeps paying back in engagement, retention, and performance.
This is the difference: change management and transformation are not a side service. They are how we turn risk into resilience, and compliance into cultures where people and performance improve.
The Evidence Is Clear
Organisations that invest in their people and build psychological safety consistently outperform those that don't.
76%
more engagement
in psychologically safe teams
Gallup / Harvard Business Review
50%
higher productivity
when psychological safety is high
Gartner / Gallup
27%
lower turnover
in high psychological safety teams
Google Project Aristotle
The Cost of Getting It Wrong
70%
of change initiatives fail
often due to people resistance, not strategy
McKinsey & Company
$8.8T
lost to disengagement globally
equivalent to 9% of global GDP
Gallup State of the Workplace, 2024
50%
of managers report burnout
driving attrition at the most critical level
Microsoft Work Trend Index
Google's Project Aristotle studied 180 teams and found psychological safety was the #1 predictor of team effectiveness. Not talent. Not resources. Not seniority. Safety.
Monika Gietz
Founder, Stoa Advisory
With extensive experience as a corporate senior executive across Fortune 500 companies in Europe, Asia Pacific, and the Americas, I've led global teams through complex transformations, restructures, and cross-border integrations.
I've seen first-hand what happens when organisations invest in their people properly, and what it costs when they don't. The organisations that will succeed are not just the most technically advanced. They are the ones where people feel safe enough to challenge, adapt, and do their best work.
I founded Stoa Advisory to help organisations build exactly that.
What We Do
Change management and transformation sit at the core of how we resolve psychosocial risk, supported by leadership development, briefings, mediation, and work design.
Change and Transformation Support
Most transformation programmes focus on strategy, systems, and timelines. We focus on the missing piece: helping the people who actually have to change. Because poorly managed change is one of the biggest psychosocial hazards at work, this is also how we resolve risk at its source, working with middle managers and operational teams to reduce resistance, build readiness, and ensure new processes and digital tools are adopted, not just rolled out.
Leadership Development
Building leaders who create the conditions for trust, high performance, and innovation. From frontline managers to senior executives, we equip leaders to navigate complexity, drive engagement, and build teams that deliver.
Psychosocial Risk and Safety Briefings
Focused briefing sessions that give boards, leadership teams, and HR professionals the clarity they need on psychosocial risk obligations, the 17 hazards, and what good looks like.
Learn more about our briefing sessionsMediation and Conflict Resolution
Skilled intervention to restore relationships, rebuild trust, and transform conflict into stronger collaboration.
Work Design Advisory
Redesigning how work is structured to create clarity, sustainability, and the conditions for people to do their best work.
Global Governance and ISO 45003
Psychosocial risk is now a global concern. The same idea sits at the centre of Australian law, the international ISO 45003 standard, and the growing expectations placed on boards and investors. Wherever you operate, we translate that common language into work your teams can act on.
ISO 45003 Alignment
ISO 45003 is the international standard for managing psychological health at work. We assess your workplace against it and turn the findings into a clear, prioritised plan your global teams can follow.
The Social Pillar of ESG
Boards and investors increasingly treat a safe, respectful working environment as a governance question. We help you evidence the social side of ESG with credible, independent assessment of psychosocial risk.
European Due Diligence
New European rules ask large companies to identify and address harm to people across their operations and supply chains. We help you meet these expectations with practical, defensible work.
Working remotely from Australia, we understand the space between regional teams and distant global headquarters, and how to make people feel heard across both.
The Outcome
Organisations that invest in their people don't just avoid problems. They outperform.
Change That Sticks
New processes and tools that are actually adopted. Transformation that delivers results because the people driving it are equipped and engaged.
Greater Innovation
When people feel safe to challenge the status quo, organisations adapt faster and innovate more boldly. The competitive edge in any market.
Stronger, Resilient Teams
Teams that collaborate effectively, stay longer, and perform through complexity. Leaders who build capability at every level.
Who This Is For
Best suited to organisations that:
Limited capacity maintained to ensure focused, high-impact support.
For Operational Leaders
Practical support to drive adoption, manage change, and build team performance.
For HR & People Teams
Tools to manage culture, risk, and leadership development strategically.
For Boards & Directors
Strategic oversight of organisational resilience and psychosocial risk.
For Senior Executives
Coaching and capability to lead through complexity and build high-performing cultures.
The Human Side of AI Adoption
Most AI programmes fail on people, not technology. From 2 August 2026, the EU AI Act asks organisations to keep people genuinely in control of AI and to build real AI literacy across their teams. These are not technical problems. They are people problems, and they sit squarely within the change and leadership work we already do.
See Clearly
Understand where AI already touches the work, what the law treats as high risk, and where the real fears and gaps sit before anything is rolled out.
Bring People With You
Build trust, run the conversations, and where works councils apply, the consultation and agreement that decide whether adoption sticks or stalls.
Govern Well
Put human oversight, accountability, and everyday AI literacy in place, mapped to what the EU AI Act expects of your people and your leaders.
Make It Stick
Move from launch to real use. Enablement, training paths, and honest measures of adoption and impact, reviewed as the work and the tools change.
Credentials & Qualifications
Extensive Fortune 500 leadership · Europe · Americas · Asia · Australia
Master in Business
University of Applied Sciences Bremen
Psychosocial Risk Management
Bond University
Psychological Health and Safety at Work ISO 45003:2021
Risk Training Professionals
Change Management Practitioner
APMG
Diploma of Strategic Management
Macquarie Business School
SMART Work Design
Curtin University
Psychological Safety Leadership
Australian Institute of Management
Accredited Mediator
Australian Dispute Centre
Mental Health First Aider
MHFA Australia
Human-Centered Design
IDEO U
Implementing Agentic AI
MIT Management Executive Education
How Strong Is Your Foundation?
Take our free assessments to understand where your organisation stands on leadership, psychological safety, and psychosocial risk.
Ready to Build Something Stronger?
Whether you are driving a transformation, building leadership capability, or creating a culture where people and performance improve, a discovery call is the right place to start.
Book a Discovery Call