14 Years of Paradigm Shift: The Journey, The Lessons, and What Comes Next

30 years ago, in 1995, on a cold and wet Auckland day, I made a decision that changed the course of my life. It wasn’t dramatic to anyone but me—just a quiet, resolute moment of knowing.

I was in my fourth year of teaching, sitting at a table marking papers, when I looked up and saw a group of boys eating mince pies in a way that has never left my memory. They had taken the tops off and were scooping the mince and tomato sauce out with their fingers. The classroom smelled like mince pies and smelly socks, and something about that moment made it all click.

I realised I couldn’t do it anymore.

Not one more day of feeling boxed in. Not one more day of telling my students they had limitless potential when I wasn’t acting on my own. Not one more day of waiting for something to change. I had to be the one to change.

That day, a new journey began.

Breaking the Patterns That Hold Us Back

Leaving teaching, I entered the corporate world—specifically, the IT industry. It was a world vastly different from the classroom, but I quickly saw the same patterns playing out.

I saw poor leadership—leaders who ruled with aggression rather than inspiration.
I saw workplace cultures that silenced potential rather than nurturing it.
I saw women working twice as hard and being paid less while opportunities were handed out unevenly.
I saw people playing the game—myself included—adapting to fit into a system that didn’t reward authenticity.

It wasn’t just about gender or pay gaps. It was about a bigger issue: the lack of true leadership development. Organisations weren’t investing in people beyond surface-level leadership programmes. Employees weren’t being supported to understand themselves, break unproductive patterns, and step into their potential.

That realisation became the foundation of Paradigm Shift.

If we truly wanted to create change, it had to start with the deep work.
If we wanted better teams and better businesses, we had to start with better leadership.
If we wanted to break cycles of toxicity, stress, and burnout, we had to teach people how to reset.

Resilience Is Built Through Resets

The last 14 years have been an exercise in exactly that—reset after reset after reset.

The first years of running Paradigm Shift were a rollercoaster. I went from having a successful career to starting from scratch, figuring out business ownership on the fly. The financial strain was real. The learning curve was steep.

On top of that, I was navigating major personal resets—raising two kids as a single parent, battling adrenal fatigue and burnout, and rebuilding my life after divorce.

Every time I thought I had found stability, another challenge would come.

I know what it’s like to feel like you’re drowning, reaching for anything to hold onto. But what I’ve learned is that sometimes, the best thing you can do is let go.

Let go of what isn’t working.
Let go of trying to control everything.
Let go and trust that you have what it takes to rise back to the surface.

That’s what my latest book, The Reset Code, is about—understanding that resilience isn’t about enduring, it’s about knowing when and how to reset.

Shaking Things Up—And Why It’s Needed More Than Ever

Fourteen years later, Paradigm Shift is still going strong, and our mission hasn’t changed. If anything, it’s grown even bolder.

We don’t do tick-box leadership programmes.
We don’t believe in surface-level fixes.
We don’t believe in playing small.

What we do believe in is shaking things up.

When we work with organisations, we challenge the status quo. We hold up the mirror. We dig deep into what’s really going on beneath the surface. Because without real disruption, there is no real change.

And the world needs change more than ever.

• Leaders are facing generational challenges—senior leaders retiring, younger employees hesitant to step into leadership, and a gap in leadership skills development.

• The rise of AI and automation is forcing businesses to rethink the human element of leadership and culture.

• Employees, especially younger generations, are struggling with emotional resilience and a lack of belonging in the workplace.

The future of leadership is about understanding human behaviour, breaking unhelpful patterns, and creating workplaces where people can truly thrive. That’s where Paradigm Shift is headed next.

What’s Next for Paradigm Shift?

Over the next few years, we’re expanding in ways that will continue to challenge and disrupt outdated leadership models.

• More thought leadership & speaking engagements—you’ll see me on bigger stages, pushing the conversations that matter.

• New programmes & workshops—focused on breaking deep-seated leadership patterns and creating lasting change.

• Generational leadership research & training—helping businesses navigate the transition between leadership styles and workforce expectations.

We will continue to challenge people to see things through a new lens, break old patterns, and create a better way forward.

Thank You for Being Part of the Shift

Paradigm Shift isn’t just a business. It’s a movement. It’s a commitment to challenging the way things have always been done and creating something better.

To our clients, partners, and everyone who has been part of this journey—thank you. Thank you for trusting us, for being willing to step into the discomfort of real change, and for believing in the power of resets.

The last 14 years have been incredible. But the best paradigm shifts are still ahead.