Your company does not have a people problem. It has a governance problem.
As organizations grow, the things that worked at ten people start failing at fifty. Consensus breaks down. Communication fragments. Manipulation creeps in. And most leaders respond by adding more meetings, more oversight, more control, which makes everything worse.
I help founders and operators build the structures, policies, and culture that allow companies to scale with clarity, accountability, and trust, not in spite of complexity, but through it.
Noah Revoy, Author, Educator, Systems Designer
Book a ConsultationGovernance & Organizational Design
Leadership alone does not scale. Leadership operates through influence and voluntary alignment; it works at small scales and in low-conflict environments. Beyond that, you need rulership: the capacity to define and enforce boundaries, decision rights, and constraints even when consensus does not exist. Rulership is not domination. It produces predictable cooperation under uncertainty.
Decision Rights & Authority Structures
Organizations fail when authority, responsibility, and decision boundaries are unclear. I help you design governance structures that make expectations legible, reduce ambiguity, and allow capable people to act autonomously, while preventing the legal, financial, or reputational harm that comes from unclear delegation.
Replacing Consensus with Coordination
Consensus-based coordination breaks down under complexity. When every decision requires alignment, nothing moves quickly and no one is truly accountable. I help you design boundaries, incentives, and decision rights instead of issuing instructions, so that when rulership is clear, initiative and accountability increase together.
Ending Micromanagement
Micromanagement is a symptom of missing rulership. When leaders have not defined clear structures, they compensate by hovering over every decision. I help you build the governance that makes micromanagement unnecessary: clear authority, clear boundaries, clear consequences. People perform better when they know exactly where they stand.
Scaling Without Fragility
Growth creates complexity. Complexity creates fragility; unless you have governance structures that absorb it. I help you design systems that allow your organization to grow without increasing risk, losing control, or sacrificing the qualities that made it worth building in the first place.
Culture, Communication & Emotional Health
A company's culture is not a values poster on the wall. It is the sum of how people actually behave under pressure: how they regulate their emotions, resolve conflict, and communicate when the stakes are real. Most organizational dysfunction is a maturity problem wearing a business suit.
Emotionally Healthy Environments
The same childhood coping strategies that destroy marriages destroy companies: dissociation, conflict avoidance, passive aggression, emotional reactivity. I help organizations build environments that are designed not just for mature people, but to mature the people within them. When emotional regulation improves, everything else follows.
Communication Under Pressure
Most communication breakdowns are not about information; they are about fear, ego, and the inability to say hard things directly. I teach teams how to communicate with clarity and respect, especially when it matters most: during conflict, under deadline pressure, and in high-stakes decision-making.
Building Productive Cultures
A productive culture is one where people can be honest without being punished, where accountability is normal rather than threatening, and where trust is earned through consistent behavior rather than demanded through slogans. I help founders design the norms, incentives, and feedback systems that create this kind of environment deliberately.
Conflict as a Feature, Not a Bug
Healthy organizations do not avoid conflict; they structure it. Disagreement that is channeled through clear processes produces better decisions and stronger relationships. Disagreement that is suppressed produces resentment, politics, and turnover. I help you build the structures that turn conflict into clarity.
Anti-Manipulation & Information Integrity
Manipulation inside a company is not just an interpersonal problem; it is an operational threat. It destroys high-trust culture, corrupts decision-making, and degrades the quality and precision of information flow. Most leaders do not see it until the damage is already done.
Hardening Against Internal Manipulation
Office politics, selective information sharing, emotional pressure campaigns, strategic ambiguity: these are manipulation tactics, and they thrive in organizations without clear governance. I teach teams to recognize these patterns, name them, and build structural defenses that make manipulation unproductive. Based on my book Become Immune to Manipulation.
Protecting Information Flow
A company that cannot trust the information flowing through it cannot make good decisions. Period. Manipulation corrodes information quality: reports get sanitized, bad news gets buried, and leaders end up making decisions based on what people want them to hear rather than what is true. I help you build systems where truth travels faster than politics.
Preserving High-Trust Culture
Trust is the most valuable asset a company has, and the easiest to destroy. A single unchecked manipulator can dismantle years of culture-building in months. I help organizations identify the patterns that erode trust and implement the governance structures that protect it, so that the honest, competent people in your company can do their best work.
Ethical Influence & Marketing
Marketing already uses the mechanisms of attention, framing, and suggestion, the same principles at work in hypnosis. When these are understood, influence can be exercised consciously and ethically. The dividing line is consent: ethical marketing strengthens judgment and helps people decide. Manipulative marketing bypasses judgment and substitutes pressure for clarity. I teach the difference.
AI Governance & Strategic Adoption
AI is not a replacement for human thinking. It is a tool that amplifies whatever you point it at, including your mistakes. Without explicit governance, AI use creates unmanaged risk. With the right structures, it becomes a strategic advantage.
AI Usage Policies That Actually Work
I help companies design clear, enforceable policies around AI use: what data may be used, what decisions may be delegated, and how AI outputs are validated. The goal is disciplined adoption that improves decision quality, preserves accountability, and reduces operational and legal risk. Not a blanket ban. Not a free-for-all. A governance structure.
Document-Centered Intelligence
As companies scale, knowledge moves from people into documents: policies, procedures, contracts, regulations. This creates robustness but also fragmentation and contradiction that no individual can reliably manage. AI becomes valuable when it operates as an interpretation and governance layer over these documents, answering questions at the point of action and surfacing conflicts before they become costly.
AI Agents for Judgment, Not Just Output
Most companies use AI to produce content. I design AI agents that think alongside founders and operators, augmenting judgment, research, and strategic clarity. Simple, disciplined systems that validate work against internal rules and external requirements, rather than generating more noise for humans to sort through.
Regulatory Risk Reduction
AI adoption without governance is a liability. I help organizations understand their risk exposure, design policies that satisfy regulatory requirements, and implement validation systems that ensure AI outputs are accurate, auditable, and defensible. Strategic profitability and regulatory safety are not in conflict; they require the same discipline.
Background
I work at the intersection of human judgment, systems design, and artificial intelligence. I am a founding partner in Runcible, an emerging AI lab focused on building systems for disciplined reasoning, governance, and decision support.
I am also a senior fellow at the Natural Law Institute, where I have been trained in formal reasoning, incentive analysis, and governance design. This work informs everything I do with organizations: from how I design authority structures to how I think about the ethical boundaries of influence and AI.
I am the author of Become Immune to Manipulation, which provides the framework I use for anti-manipulation consulting. And my ongoing work in coaching, helping individuals build agency, emotional mastery, and maturity, gives me a practical understanding of why people inside organizations behave the way they do, and what it actually takes to change it.
Let's talk about your organization.
Book a consultation to discuss governance, culture, AI strategy, or anti-manipulation. We will identify the structural issues and design practical solutions.
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