What if she's not actually capable of this?

That's exactly what the Redesign is built to find out, properly, in the first few weeks, not another six months of guessing. Either she rises to it, or you get real evidence she can't, and either way you're not stuck where you are now.

What if this makes things awkward between us?

This was never about correcting her. The business has evolved, and for whatever reason, her role hasn't kept up with it, through no fault of her own. The Handover is about working out what the new expectations actually are, and she's not left to figure that out alone either, there are calls built in just for her, so she can close that gap herself.

I don't have time for this right now.

The curriculum runs independently of the calls, and it's built in short, sharp chunks, not an hour a day. Ten minutes here and there moves it forward. That's actually why it's split between you and her in the first place, so this doesn't become just another thing sitting on your to-do list. You do the initial groundwork, then it's her turn to lead the rest of closing the gap.

My business is quite unique, will this actually work for my situation?

The Redesign starts from your business, not a template. It's built to extract how you think, not hand you someone else's process.

What if I do all this and it turns out this role isn't the right fit long term?

Then you'll be letting her go with real evidence instead of a guess, and a role that's properly defined for whoever comes next. Nothing about this work is wasted either way.

A note if you're the team member reading this:

this programme is built for both of you, not just for her. There's a full stream of calls and content in here that's just for you. The whole point is redesigning this role from both sides, the skills the business needs, and the skills you actually bring, so it finally fits how you both work.

Uncapped

The four-month Powerhouse Team programme that redesigns the role you hired her for into the role your business needs now.

Built for both of you. Without months of trial and error.

Your current reality

You'd rather help her grow into the role than start hiring again. You just haven't had the head space yet to figure out what that role even needs to look like.

When you brought her into the business, this looked like a different job. It's grown since then, and your to-do list grew right along with it, but you've never quite had the chance to hand any of it over properly.

So you're still the one everything comes through. You know you need to step back, but the second you stop watching, something gets missed, so you don't. Not because you don't trust her, because you've never actually had the chance to show her what your standard looks like, so neither of you really knows yet what she's capable of.

If you didn't like her, this would be a much simpler decision. Instead you keep hold of the client-facing bits, redo what's left, and wonder why this feels so much harder than everyone else makes it look.

That's exactly why Uncapped exists, to close that gap properly, for both of you.

Kyleigh's daughter overheard in the playground

Mummy doesn't have a job

Kyleigh finally handed over the parts of the business she'd always assumed only she could do. Not the easy bits, the real ones.

She got so much time back that her six-year-old daughter told a complete stranger her mummy doesn't have a job. She wasn't being funny. As far as a six-year-old could tell, that was just true.

Here is what is possible once you close the gap between "What she is doing now" and "What the business needs from her".

1. Get a team member who tells you what's already been handled, not what she should do next, even if right now she won't move without checking in first.

4. Find out exactly what she's capable of, without spending another six months guessing.

2. Find out how much you could actually hand over, not what you've quietly decided is "good enough" to protect, even if right now you're sure this bit has to stay with you.

5. Stop having to explain what good looks like every time something new comes up.

3. Give your clients a better experience, not a worse one, by handing the work to someone whose whole job is doing it well, even if you're convinced nobody else can do it like you.

6. Watch her rise to more than you expected, so you can finally stop being the bottleneck.

My happy luxury holiday let entreprenuer client after turning her team into powerhouses

I got so much more headspace I bought a second business!

Keeping her identity on the DL, but one of my clients runs a successful holiday let business with hundreds of properties. She came to me with a big team but no clearly defined roles, and she was certain the client-facing work had to stay with her.

Once we redesigned that, her team started communicating with each other without her overseeing every step, and stepped up so much that she had enough time back to invest in a second business.

Month by month, here's what changes in Uncapped

You and your team member are both working from a clear map of the gap, not guessing at it separately.

She's not waiting on a call to move forward, a stuck moment gets unstuck within days, not weeks.

You're seeing real movement, not just hoping it's working, because what she's submitting is actually being checked against what matters.

This isn't something you're managing anymore. It's just how the two of you work.

What you get inside Uncapped

1. Get a team member who tells you what's already been handled, not what she should do next, even if right now she won't move without checking in first.

4. Find out exactly what she's capable of, without spending another six months guessing.

Uncapped: £695 a month, or £2,780 paid in full.

2. Find out how much you could actually hand over, not what you've quietly decided is "good enough" to protect, even if right now you're sure this bit has to stay with you.

5. Stop having to explain what good looks like every time something new comes up.

3. Give your clients a better experience, not a worse one, by handing the work to someone whose whole job is doing it well, even if you're convinced nobody else can do it like you.

6. Watch her rise to more than you expected, so you can finally stop being the bottleneck.

THE SIGNATURE FRAMEWORK

The Powerhouse
Team Framework

01

The Redesign

Redesign the role: We map the gap between what she handles now and what the business needs her to take ownership of next, skills and decisions included, not just a longer task list.

This is also where we challenge what genuinely needs to stay with you, and what you’re still holding onto simply because handing it over has always felt harder than doing it yourself.

DEFINE THE GAP

02

The Handover

Hand over the thinking: We build a practical framework that shows her how you make decisions, set priorities and judge what “good” looks like.

Instead of handing over a task and having every decision bounce back to you, she starts building the confidence and context to move it forward herself.

TRANSFER THE THINKING

03

The Ownership

Build real ownership: She joins the calls and begins taking a more active role.

The shift is from waiting to be told what to do to staying a step ahead—telling you what’s done, what’s next, what she recommends and where she genuinely needs you to make the call.

FEEL LIGHTER

04

The Rhythm

Make the work flow: Create a way of working that does not rely on chasing.

We fine-tune how you work together: how you check in, raise issues, run meetings, share information and give feedback.

The right things reach the right conversation at the right time—without three long messages, constant interruptions or half a day’s wait between every decision.

MAKE IT FLOW

05

The Proof

Measure what’s changed: Is more work moving without you? Are fewer decisions landing back on your desk? Is she taking greater ownership? Do you have more time and headspace for the work only you can do?

Not a vague sense that things feel better. Real evidence that the role—and your business—has moved forward.

FEEL THE WINS

Gretchen when she started to build a powerhouse team

"Letting go didn't weaken the business, it strengthened it."

Gretchen left corporate law to start her own firm and said yes to whatever work came in. Over time that became a full roster of legacy work that paid the bills and drained everything else, she was under energised and buried in work that no longer matched her expertise.

Using The Powerhouse Framework we redesigned her role and the roles of her team so her time went toward the growth work that actually excited her, and grew her team to serve the clients she was no longer a match for.

Hi, I'm Georgia

Before I was coaching founders through this exact problem, I spent years placing the right-hand support for some of the most demanding, brilliant, particular people in the world, De Beers, LVMH, Swarovski, senior financiers in the City. Not matching CVs to job specs, understanding the person, how they work, what they need alongside them, what would quietly drive them mad. Finding the exact fit.

I started Glued with my co-founder because we were looking at the same problem from opposite sides. She'd spent her career as an EA, watching brilliant people get underused because nobody had worked out what to actually hand them. I'd spent mine on the operations side, watching founders drown in work that never needed to sit on their shoulders in the first place. We kept attacking the same tension from both directions, which is exactly what Uncapped does too, it only works once you fix the fit from both sides at once.

Most founders who come to me already have someone in place, someone they like, someone who's probably good at plenty of it, but the role's grown past what either of them originally signed up for. Most of the advice out there was written for a corporate context that has nothing to do with how a founder-led business actually runs. That gap is where I live.

This is the exact gap I've spent my career working inside, the fit between a founder and the people supporting her. My work is about getting rid of the stress that comes from support that isn't actually working in sync with you. It's not something you should have to accept as just the way things are. If you've had enough of the friction, I can show you how to fix it.

By now you're probably circling every worst-case scenario, and struggling to picture how this actually works for your specific setup. Here's what comes up most.

"Is it me?"

It isn't you.

The role just hasn't grown as fast as the business.

Uncapped is how you close that gap.

In four months, you could be hearing about the wins after they've already happened, not being asked what to do next. The client-facing work you were sure only you could do isn't sitting on your desk anymore. You've got headspace back, not just for admin, for the next thing you actually want to build.

Or in four months, you could still be the one everything comes through. Still redoing bits of her work at 11pm because it was quicker than explaining it properly. Still telling yourself it's just this season. Still wondering when things will change.

The question you're actually asking is: "will this work for both of us?" It's easier to find out than you think. Most founders who go through the Redesign get exactly that, clarity for both of you, and most are surprised by how far she rises to it once the role's actually clear.

A six-figure coach once told me the worst part of running her business wasn't the clients or the workload, it was managing her team.

She had six people, and everything, every decision, every approval, still came back to her before it could move to the next person.

Because the business was doing so well, she'd convinced herself that was just what running a bigger business felt like. Something to put up with, not something to fix.

Once we got into the Redesign, then worked through the Handover, we found the real problem. Some people were in the wrong roles entirely, doing work that didn't actually match what they were good at. We reshuffled, and she ended up with two people running things properly instead of six people half-running everything. Within weeks she noticed the shift, less back and forth, less redoing things herself, less waiting on her to unblock the next step.

By the end, she put it simply. "I'm in love with my team. I don't know how I would have done this without you." Everything that used to land on her desk for approval just runs now.