What the Butterfly and Crown represent - and why leadership confidence matters

Why the Butterfly and Crown Define My HR Approach for Offices and Professional Services

They’re not just logo elements. They’re the heart of how I work.

When people see my logo, they often say: “It’s striking. What’s the story behind the butterfly and crown?”

Here’s the short version: They represent transformation and leadership, the two things every business needs, but few prepare for until they have no choice.

The Butterfly: The Messy Side of Growth

The butterfly stands for transformation, the kind that’s rarely neat. Growth that comes with tough conversations, hard decisions, and moments where you’re not sure if it’s all worth it.

I’ve lived it, from a girl on a council estate with low expectations hanging over her, to a CIPD Fellow running my own business.

And I’ve seen it in my clients’ worlds:

• Professional services teams navigating changes in leadership.

• Offices learning to rebuild trust after employees disputes.

• Small businesses rethinking how they work to meet client demands.

Here’s the thing, these turning points are HR moments. But most business owners don’t realise that until it’s nearly too late.

The Crown: Leading Without Losing Yourself

The crown is about leadership, but not the stiff, corporate kind. It’s about stepping into your authority as a business owner, making the calls no one else can make, and still leading with integrity and humanity.

It’s what I help clients do every day:

• Set boundaries without breaking trust.

• Make decisions they can stand by.

• Lead teams without burning themselves out.

A Quick Example – Office-Based

One office-based client called me when a department head and their deputy were clashing. They copied the entire leadership team into petty email disputes, meetings were tense, and junior employees were caught in the middle.

Over six weeks, we clarified roles, introduced a better reporting structure, and mediated the relationship so both leaders could focus on the work instead of the drama. Targets were met again and the office atmosphere improved overnight.

A Quick Example – Professional Services

A small architectural practice was struggling with a lead designer who was brilliant creatively but dismissive in team meetings. Talented junior employees were starting to leave, and the owner didn’t want to lose the next generation of talent.

Through one-to-one coaching, feedback sessions, and introducing a team charter, we turned the dynamic around. Six months later, the same juniors were leading project elements with the lead designer’s full support. Productivity, and morale, soared.

What This Means for You

If you’re growing, changing direction, or simply trying to get through a tough patch, you don’t have to do it alone — and you don’t have to wait until it’s critical to get help

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