We don’t fix symptoms. We diagnose the cause. Transform your organisation from the inside out.
Using clinical psychology frameworks, SourceLux identifies the hidden structures behind repeated failures, leadership conflict and team dysfunction—so real change becomes possible.
Founder Trauma Check
Your founding story often shapes your company more than your strategy, recreating patterns you may not see.
Is Your Role a Symptom-Bearer?
A 5-Minute Diagnostic to Identify Structural Dysfunction
Is Your Company Deploying Defence Mechanisms?
A 5-Minute Diagnostic to Identify Organisational Self-Deception
Creativity’s Path
The Way of Creativity
Create the Life You Want
Motivation, Willpower & Self-Esteem
Beat the Emotional Eating
The Problem Is Not In The Will
One-On-One Consulting
Personalised sessions focused on clarity, insight and practical change
For Founders
Organisations repeat their founding trauma. A tech company started because the founder was fired? Watch them unconsciously recreate firing dynamics internally.
FOUNDER TRAUMA CHECK
Your founding story shapes your company more than your strategy does.
Answer honestly:
□ I started this company after being fired / betrayed / etc.
□ I have trouble delegating high-stakes decisions
□ My team says I’m a bottleneck (but I don’t trust them to do it right)
□ I avoid conflict until it explodes
□ Someone on my team reminds me of someone who hurt me in the past
□ I work twice as hard as anyone else (because if I don’t, it’ll fail)
IF YOU CHECKED 3+:
- Your founding trauma is encoded in your company structure.
- You’re unconsciously recreating the dynamics that hurt you.
- 90-minute Founder Session: I map how your patterns show up in your company.
A 5-Minute Diagnostic to Identify Structural Dysfunction
IS YOUR ROLE A SYMPTOM-BEARER?
When the same role fails repeatedly despite hiring competent people, you don’t have a hiring problem; you have a symptom-bearer role. This role is absorbing an organisational conflict that exists elsewhere. Until you address the underlying structure, every hire will fail.
THE DIAGNOSTIC
Answer these 5 questions about the role that keeps failing:
1. Have 2+ people failed in this role despite being competent at hire?
■ Yes (3 points) ■ No (0 points)
2. Does the job description keep changing to ‘fix’ the role?
■ Yes (2 points) ■ No (0 points)
3. Do multiple people blame this role for company problems?
■ Yes (3 points) ■ No (0 points)
4. Does leadership regularly debate ‘what’s wrong with this person’?
■ Yes (2 points) ■ No (0 points)
5. When this person leaves, does the next hire have the same problems?
■ Yes (3 points) ■ No (0 points)
SCORING & INTERPRETATION
Score | Diagnosis | Action Required |
0-3 points | Normal role challenges | Standard hiring processes should work |
4-7 points | Possible structural issue | Review role design and reporting structure |
8-13 points | Definite symptom-bearer | STOP HIRING. Diagnose underlying conflict first |
WHAT'S ACTUALLY HAPPENING
A symptom-bearer role typically emerges from one of three patterns: 1. The Conflict Absorber: Two leaders disagree (on strategy, priorities, target customer), and the role sits between them, receiving conflicting signals. Example: VP Product between two co-founders who can’t agree on whether to target enterprise or SMB.
2. The Scapegoat: The company has a systemic problem (toxic culture, incompetent leadership), and rather than face it, they create a role to blame. Example: “Head of Culture” hired to fix toxic culture created by the CEO.
3. The Impossible Mission: The role is given contradictory objectives that cannot coexist. Example: “Cut costs by 40% while maintaining quality” assigned to COO who then fails and gets blamed.
THE FIX (3-STEP PROCESS)
Step 1: Stop hiring immediately. You will waste £80k-120k on each additional failed hire.
Step 2: Diagnose the underlying conflict. What organisational dysfunction is this role actually absorbing? (This requires psychoanalytic diagnostic work—traditional HR cannot identify these patterns.)
Step 3: Resolve the structural issue first. Only after addressing the underlying conflict should you re-hire for this role—and you may need to completely redesign it.
NEED HELP DIAGNOSING YOUR SYMPTOM-BEARER ROLE?
I specialise in 72-hour organisational diagnostics using clinical psychology frameworks.
What you get: 8-page report identifying the conflict this role is absorbing + 90-min facilitated session to address it
Investment: £1,500
Timeline: Can start within 48 hours
A 5-Minute Diagnostic to Identify Organisational Self-Deception
Is Your Company Deploying Defence Mechanisms?
When a company keeps “fixing” problems that won’t stay fixed, you don’t have an execution issue—you have an unconscious defense mechanism protecting you from a structural truth you can’t face. Until you address what you’re defending against, the symptoms will keep recurring.
THE DIAGNOSTIC
Answer these 6 questions about your organisation:
Answer these 6 questions about your organisation:
1. We regularly blame external factors (competitors, market, economy) for internal problems.
☐ Yes (3 points) ☐ No (0 points)
2. We have plausible-sounding reasons for why we can’t do things we claim to want.
☐ Yes (2 points) ☐ No (0 points)
3. One department/function keeps getting blamed or restructured.
☐ Yes (3 points) ☐ No (0 points)
4. Senior leadership avoids certain topics or decisions consistently.
☐ Yes (2 points) ☐ No (0 points)
5. The same problems keep recurring despite multiple “solutions.”
☐ Yes (3 points) ☐ No (0 points)
6. People can’t say what’s actually wrong without political consequences.
☐ Yes (2 points) ☐ No (0 points)
SCORING & INTERPRETATION
Score | Diagnosis | Defence Mechanism Active |
0-3 points | Normal organisational friction | Standard challenges |
4-7 points | Moderate defence patterns | Beginning to avoid structural truths |
8-13 points | Severe defence mechanisms | Company is lying to itself |
If You Scored 8–15
Your organisation is likely avoiding a difficult conversation that could disrupt current power structures. The longer this continues, the more costly the consequences become.
The Three Mechanisms
Projection
Blaming external factors—like competitors—when the real issue is internal misalignment, often at leadership level.
Rationalisation
Using strategic-sounding explanations to avoid uncomfortable truths, such as control issues or inability to delegate.
Displacement
Redirecting conflict onto safer targets, like departments or teams, instead of addressing executive-level tensions.
What’s Actually Happening
These patterns act as protection, helping the organisation avoid difficult conversations. But over time, they lead to repeated hiring failures, restructuring, turnover, and declining performance.
The Fix
- Identify the dominant pattern
- Diagnose the underlying conflict
- Create the conditions for honest conversation and structural change
Need Help Diagnosing This?
I offer rapid organisational diagnostics using clinical psychology frameworks to uncover hidden dynamics and resolve them.
Timeline: within 48 hours
Investment: £1,500
The Way of Creativity
Creativity’s Path
Lesson 1
Understanding creativity—what it really is, what holds us back, and how it shows up in the brain and everyday life.
Lesson 2
Authenticity, myths about creativity, and the psychological models behind how creativity works.
Lesson 3
The “Student” archetype—learning, openness, and preparing the mind for new ideas.
Lesson 4
What supports or blocks creativity, including communication, needs, and emotional awareness.
Lesson 5
The “Wanderer” archetype—exploration, uncertainty, and how ideas emerge through letting go.
Lesson 6
Inspiration and the “Enlightenment” phase—creating space for ideas and self-expression.
Lesson 7
Reflection and integration of key learnings.
Lesson 8
The “Artist/Scientist” archetype—turning ideas into reality, evaluation, and overcoming procrastination.
Lesson 9
Creative integration through reflection, questions, and practical tools.
Throughout the Program
We also explore:
- How ideas form and how to access them
- The difference between real and false self
- Finding your direction and inner motivation
- Overcoming creative blocks and self-doubt
- Working with uncertainty, shame, and growth
- Building a creative life aligned with who you are
Motivation, Willpower & Self-Esteem
Create the Life You Want
Program Overview
This course helps you build motivation, willpower and self-confidence through practical tools and psychological insight. You’ll learn how to overcome procrastination, manage stress, and replace limiting beliefs with healthier patterns.
Across the program, you will explore:
- The psychology of motivation and self-control
- Core beliefs and how they shape your behaviour
- Confidence, discipline and decision-making
- Managing stress, boredom and inner conflict
- Turning insight into consistent action
What You Gain
As your motivation strengthens, you will:
- Increase your productivity
- Build stronger relationships
- Overcome self-sabotaging habits
- Make clearer, more confident decisions
- Feel more stable, focused and resilient
How It Works
Through guided practices and structured sessions, you will develop skills that create real, lasting change. The course combines psychological frameworks with practical exercises you can apply in everyday life.
Key Outcome
Motivation and willpower are not fixed traits—they can be trained.
This program helps you build them in a way that sustainably improves your life and work.
The Problem Is Not In The Will
Beat the Emotional Eating
Program Overview
This program explores the psychology behind motivation, habits and emotional eating—moving beyond willpower to understand how the mind actually works.
You’ll learn how to:
- Understand the limits of willpower and what truly drives behaviour
- Work with your emotional and logical mind
- Shift from obligation (“I must”) to conscious choice
- Recognise emotional hunger and eating patterns
- Build sustainable habits that fit your daily life
- Identify and transform core beliefs and behavioural patterns
- Manage stress, emotions and self-sabotage
- Develop self-awareness, self-compassion and confidence
What You Gain
Through this process, you will:
- Improve your relationship with food and your body
- Break repetitive, unconscious habits
- Feel more in control of your decisions
- Increase your confidence and emotional resilience
- Create lasting, sustainable change
Key Idea
Change doesn’t come from forcing willpower—it comes from understanding yourself.
This program helps you build that understanding and turn it into real, everyday transformation.
