FRACTIONAL INTERNAL COMMS ADVISORY
Design how communication works.
I work with growing businesses to design how communication works - so your team can move faster, make decisions with clarity, and stop relying on you to hold everything together.
Sound familiar?
Communication keeps coming up. In surveys, in strategy sessions, in the friction everyone feels but nobody owns
Something in how information moves, how decisions get made, and how people know what's expected has stopped keeping up with the size of the business.
Decisions that used to take days now take weeks
Everything needs five people to weigh in, nothing moves without leadership approval, and simple choices turn into drawn-out discussions.
Meetings have multiplied, but momentum hasn't
Your calendar is wall-to-wall, the same updates happen in three different places, and most meetings end without clear decisions or next steps.
High performers are quietly carrying too much
Your best people are compensating for unclear expectations, invisible workload, and gaps in the system.
Leaders are pulled into everything
You're the bottleneck for every decision, teams check before acting, and you're repeating the same messages because they're not landing the first time.
Things slip through despite everyone trying
Expectations weren't clear. Feedback came too late. Work got duplicated or redone.
What's really happening
Your communication system was never built to keep up.
Most organisations never intentionally design how communication works. It evolves informally, through habit, culture, and convenience. That works fine when teams are small.
At twenty, thirty, fifty people, proximity stops working. Information doesn't travel the way it used to. Decisions slow down. People operate on different versions of the truth. The communication load lands on whoever cares most or who has quietly inherited the problem.
Your people aren't failing. They're navigating a system where communication design hasn't kept up with growth.
Nobody owns the internal comms function
So it gets handled by whoever feels responsible, inconsistently and reactively.
It was never strategised
So it grew around whatever tools and habits felt right at the time.
The gaps are invisible until they're expensive
By the time it's obvious, it's already costing you.
What changes when communication is designed
From friction to flow.
Here's what shifts when communication is designed rather than left to chance.
- Decisions that used to take days now take weeks
- Clear decision ownership means things move without leadership sign-off on everything
- Meetings have multiplied, but momentum hasn't
- A designed meeting rhythm — fewer, sharper, with clear outputs every time
- Leaders are pulled into everything
- Teams act with confidence because expectations and authority are explicit
- High performers are quietly carrying too much
- Workload is visible, fairly distributed, and no longer dependent on who shouts loudest
- Things slip through despite everyone trying
- Accountability is built into the system, not reliant on individual effort
How I work
Two ways to work with me.
Some organisations need a diagnosis and action plan forward. Others need someone in the room while they fix it.
The Communication Audit
From $3,000 scoped to your organisation
A clear picture of what's breaking down — and exactly what to fix first.
A structured audit of how communication works inside your organisation. Includes surveying your people, talking to your leadership team, and looking at how information moves, how decisions get made, and where things are getting stuck.
You get a plain-language debrief of what I found, why it’s happening, and one priority output (a decision matrix, a channel map, or a communication norms document) that addresses the root cause directly.
Timeline: 3-4 weeks
Format: Remote or in-person
Fractional Internal Comms Advisory
The audit gives you a clear picture and something concrete to act on. For some organisations, that's enough — the problem is named, the output is in hand, and the internal team can carry it forward.
For others, the audit surfaces something bigger. The system needs ongoing attention, and there's nobody internally with the time or the brief to give it that.
I work with a small number of clients as a fractional internal communications advisor — embedded at one to two days per month, for as long as it's useful. Together we’ll determine what your organisation actually needs and build the engagement around that.
Who this is for
Growing fast. Feeling the distance.
For the organisations that know culture doesn't just happen. It's built, deliberately, through how people communicate every day.
HR managers and people and culture leads
You can see the communication problems clearly. You need a structured way to diagnose them and something concrete to bring to leadership.
Internal communications managers
You're being asked to fix symptoms without access to the underlying system. This gives you the framework and the tools.
Operations managers and chiefs of staff
You run the machinery. You know which parts are grinding. This is the structured intervention you've been looking for.
Team leads and senior practitioners
You're close enough to the work to feel where it breaks down. The Lab gives you a way to name it, measure it, and design something better.
Hi, I'm Lyndall
I’ve spent my career closing the gap between what people think they’ve communicated and what others actually receive – across marketing, recruitment, internal communications, and consulting, in growing organisations and through periods of change. The pattern was always the same.
How something is communicated matters as much as what’s being said. Sometimes more.
The organisations I work with are full of capable, well-intentioned people who are exhausted by how hard communication feels. Not because anyone is doing it wrong. But because nobody ever designed how it works.
Once you see communication as a system, you can’t unsee it. That’s where the work starts.