Executive Advisor · Floyd Kelly

When the stakes
are too high to wait
for someone to
figure it out.

Twenty years leading global engineering organizations at IBM Cognos and Qlik. Registered psychotherapist. I operate at the intersection where technical systems and human systems break down simultaneously — because that's where the real problems live.

Best Fit CEOs, CHROs, boards, and senior technology leaders facing real organizational risk.

Typical Work Executive derailment, AI adoption friction, integration stress, and toxic team dynamics.

Operating Style Direct, confidential, clinically grounded, and fluent in how engineering organizations actually work.

140 Engineers led globally

60^th Percentile among 20k C-suite leaders

150 Families served annually, ON-BPD

Start a conversation → See engagement options

Most conversations start with a 30-minute call. No deck. No performance. Just the situation and whether I can help.

Why this works

You are not hiring another generic advisor. You are hiring someone who can read both the org chart and the room.

Most high-stakes leadership problems arrive wearing business language, but the root issue lives in the human system underneath. Floyd brings operator credibility, clinical discipline, and calm under pressure to situations where those two worlds are colliding in real time.

Operator Depth Twenty years inside software and platform leadership, including global engineering teams, acquisitions, and transformation work.

Clinical Method Evidence-based behavior change, not motivational language, personality shorthand, or executive theatre.

Senior-Level Judgment Trusted when the cost of getting the people problem wrong is measured in retention, reputation, and enterprise value.

When to call

You don't need a consultant.
You need someone who's been there.

I work with leaders already inside the crisis — not before it. If one of these is your current reality, we should talk.

You've just been told you're at risk

Your board, your CEO, or your coach has named the problem. The 360 came back harder than expected. You're brilliant — and something isn't working. You need a framework, not a pep talk, and someone who will be honest with you.

Someone brilliant is burning your team alive

You can't fire them. You can't afford to lose them. HR has no real answer. The damage compounds quarter by quarter. This is one of the most expensive unsolved problems in engineering leadership — and most advisors avoid it.

Your 360 results just landed hard

The data is in front of you. You have a window of genuine motivation and real discomfort. What you do in the next 90 days determines whether this becomes a turning point — or a defining blind spot you carry forward.

Your AI transformation is creating chaos

Tools are deployed. The team is resistant, overwhelmed, or running in circles. The problem isn't the technology — it's the human system around it. I've built AI products and led the teams that had to live with them.

The integration isn't integrating

The deal closed. The org charts merged on paper. But the cultures and the leadership layers are in active conflict. M&A value destruction happens in the first 18 months — and it's almost never about the technology.

Ottawa, Canada · Registered Psychotherapist (Qualifying) · Executive Advisor

Leadership 360 Assessment — 20,000 C-Suite Executives

Above 60th percentile overall. Highest scores: Relational and Self-Awareness.

The combination

Technical operator.
Clinical practitioner.
One engagement.

Most advisors come from one world. They translate organizational dysfunction into business frameworks and miss what's actually happening underneath.

I spent 20 years leading engineering organizations at scale — at IBM Cognos, at Qlik through significant ARR growth and the integration of six acquisitions, through AI transitions and post-acquisition chaos. I led teams of 140 engineers across four continents. I also know what it costs when the human system fails faster than the technical one.

I completed a Master's in Counselling Psychology and am a Registered Psychotherapist (Qualifying). I serve as President of ON-BPD and as a Family Advisor at The Royal Ottawa Hospital. Evidence-based human change isn't a philosophy I cite — it's what I practice.

VP R&D, Qlik Platform — Qlik 140 engineers globally · major ARR growth stage · 6 acquisitions integrated

Senior Development Manager — IBM Cognos Cognos Insight: Forrester Research leader · 50-person team

Registered Psychotherapist (Qualifying) — everwell counselling DBT, ACT, EFCT · Ontario registered

M.A. Counselling Psychology — Yorkville University Graduating 2026 · Practicum II

President — Ottawa Network for BPD 35 volunteers · 150 families served annually · The Royal Hospital advisor

M.Sc. Intelligent Systems — University of Guelph 35 years in software · founder · operator · practitioner

In their words

What people say when
they've worked with Floyd.

Floyd demonstrates what it means to be a leader — cool and calm in the most heated situations. His team takes on the same approach and works through the detail very professionally. Taking Floyd to our customer is an absolute pleasure and instills another level of confidence.

Sales executive

You are one of my go-to people when I get stuck in tricky situations. I always come out of our discussions with new perspectives and fresh ideas. You are blessed with both good people skills and an analytic mind — and on top of this you are a nice person.

Design leader

He is very supportive and coaching — he makes me want to do better. He always has time to listen, picks me up when I need it, and lets me know when I'm doing well. I am really enjoying my time under Floyd's leadership. I am growing, having a lot of fun, and contributing to Qlik's success.

Engineer Report · Qlik, 2024

I like his low-key way of influencing people in the right direction — not just pushing and deciding. He remains calm in any adverse situation and has a calming effect on everyone around him. He can move his teams in a fast and agile manner based on the need of the hour.

360 Assessment Respondent · Qlik Leadership Review

Engagements

Four ways to
work together.

Executive Coaching

Individual Leader Engagements

Structured work with executives navigating derailment risk, post-360 inflection points, or significant leadership transitions. Grounded in clinical methodology — not personality frameworks and generic goal-setting.

90-day intensive or extended engagement
Evidence-based skill development, not coaching theatre
Confidential — focused on real, lasting behavioral change
Ideal for: senior leaders flagged as high potential or high risk

Inquire about coaching →

Organizational Consulting

Team & Leadership System Interventions

Diagnostic and advisory engagements where a leadership, team, or technology challenge is creating measurable business risk. AI transformation, toxic dynamics, org design under stress.

Current-state diagnostic with named, honest findings
Structured intervention — not a report that sits on a shelf
Direct engagement with the leadership team
Ideal for: CHROs, CEOs, and boards managing an active problem

Inquire about consulting →

M&A Advisory

Post-Acquisition Integration

Engineering organizations and leadership teams during the 18 months that determine whether a deal creates or destroys value. I bring operational fluency and clinical precision — because integration failures are almost always human systems failures wearing a technology costume.

Leadership team assessment and integration design
Engineering culture diagnostics — who stays, who leads, who's a flight risk
Communication architecture for change under uncertainty
Ongoing advisory through the critical integration window
Ideal for: PE sponsors, acquirers with technical organizations, integration leads

Discuss your integration →

I have integrated six acquired engineering organizations at Qlik alone — including teams across Gothenburg, Bangalore, Salt Lake City, and Ottawa. I know what the first 90 days feel like from the inside. That knowledge does not come from a framework.

Strategic Retainer

Ongoing Advisory Access

For CEOs, boards, and CHROs who want consistent, high-trust advisory access — not a project engagement. A retained relationship means I understand your organization before the next crisis arrives.

Monthly strategic sessions
On-call access for emerging situations
Deep organizational context that compounds over time
Proactive identification of emerging leadership risk
Confidential sounding board at the senior level
Retainer structures available — inquire for details

Discuss a retainer →

Contact

Tell me what's
actually happening.

I don't need a polished brief. Tell me the situation plainly and I'll tell you honestly whether I can help, and how.

Most engagements begin with a 30-minute conversation. No pitch, no proposal deck — just a direct assessment of what's needed.

floyd@neuvero.ai

How to start

Use the booking link if you already know the situation is live. If you're unsure, email first and outline the issue plainly. Either route works.

Best For Executive risk, leadership breakdown, AI adoption friction, and post-acquisition integration pressure.
Conversation Format 30 minutes, direct and confidential, focused on diagnosis and next-step fit.
Geography Based in Ottawa, working with leadership teams across North America and internationally.

Book a 30-Minute Call →

Calls are typically scheduled within 48 hours.

When the stakesare too high to waitfor someone tofigure it out.