THE FOUNDER
Patricia Collins
Founder and Principal Advisor
xCMO, EVRYTHNG
Led US market entry for (London-based IoT pioneer)
xVP Head of Growth Strategy, IBM
Held three executive roles across Digital, Growth & GTM
Founder & Principal Advisor, Blumaverick
Executive Authority Method™
The problem has a name.
It took years to name it clearly.
Executive Authority Gap™
She wasn't failing. She was absorbing the cost of a gap the organization had never named.
She also learned, firsthand, what happens when performance runs ahead of authority.
By 2021, after years defining emerging technologies and new business models before the market had language for them, Patricia found that foresight could become friction in the wrong structure—she was carrying decisions her title didn't reflect. The problem wasn't her performance; the structure around her hadn't caught up.
That recognition became Blumaverick — category of one.
Before founding Blumaverick, Patricia Collins built her career across the full spectrum of enterprise and emerging technology. As Category defining CMO of EVRYTHNG — a pioneering UK startup at the intersection of IoT, predictive maintenance, machine learning, and blockchain — she led the company's US market entry at the US birth of the Internet of Things. As VP, Head of Growth Strategy at IBM, she turned six years of organizational decline into 20% growth in eight months.
Patricia founded the firm to work with executives who are performing at the next level — and who need the organizational structure, authority, and approval rights to match.
Not to prove their value. To command it.
Blumaverick has worked with senior executives across enterprise technology, emerging technology startups, private equity-backed growth companies, and global financial services.
About Us
Blumaverick was built for one reason.
Blumaverick was built for executives carrying more than their title reflects.
We provide structural executive advisory for VPs, Directors, and new C-suite leaders whose impact is bigger than their title, and whose AI accountability is bigger than their authority.
Why this matters now.
For Directors and VPs carrying more scope without the promotion, mandate, or authority to match, advancement timing is no longer an HR issue. It is a structural risk.
Through the methodology, we make the gap clear, credible, and actionable, so the structure around your role starts to match the work you already carry.
Our methodology — the Executive Authority Method™ — was built from decades inside the structures it's designed to fix.
Authority is not earned through performance alone. It is architected deliberately. Around your mandate. Your decision rights. Your organization.
Not a program. Not a curriculum. Not Coaching. Structural private executive advisory built around the role you are actually running. (If you're weighing the two, here's the full breakdown of executive advisor vs executive coach — and which one your situation actually needs.)
Patricia Collins — Founder, Blumaverick. Former VP, Head of Growth Strategy, IBM ($30B). Ex-CMO, EVRYTHNG.
Who We Work With
Executives who are:
— Running outsized scope while peers with comparable performance get the title.
— Carrying executive-level work + AI without the formal mandate, decision rights, or
compensation to match it.
— Done waiting for the organization to catch up to what they're already delivering.
Who we don't work with
Blumaverick is not for everyone.
— We work with a small number of clients at any given time.
— Every engagement is private. Bespoke.
— Built for one person — you.
If your scope has outgrown your title — and you're ready to close the gap…
→ Apply for Executive Authority Audit™
A 60-second audit to pinpoint your authority gap—then book an advisory call to close it.Executive Questions
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The Executive Authority Method™ is the proprietary executive authority methodology behind every Blumaverick engagement.
Built to diagnose the structural gap between where you're operating and where your organization formally recognizes you — and close it.
It is not coaching. It is not consulting.
It is personal private executive advisory.
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Start with the BluShift™ Assessment. https://calendly.com/blumaverick/assessment
It's a 30-minute diagnostic conversation — no pitch, no pressure. We map your authority gap, name what's breaking down, and show you exactly where you stand.
If there's a fit, we'll outline the next steps. If there isn't, you'll still leave with more clarity than you came with.
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Executive coaches work on your presence.
Blumaverick works on your authority. You're operating above your title — the decision rights and buy-in haven't followed.
Blumaverick is a private executive advisory working 1:1 with VPs and Directors to diagnose exactly where the gap is and close it.
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The AI Authority Gap™ is the structural condition in which a senior executive — typically a VP , Director or C Suite — is accountable for AI outcomes if the organization has not given them the formal authority, decision rights, or override mandate to govern. It was named by Patricia Collins, founder of Blumaverick. It is a structural authority problem, not a trust, adoption, or change-management problem.
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You can reach us anytime via our contact us or email at hello@blumaverick.io.
We aim to respond quickly—usually within one business day.
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Precise. Direct. 1:1.
We go straight to the structure, name what the organization won't, and move fast. No cohort. No curriculum.
Just rigorous 1:1 work on the authority gap — until the buy-in comes, the scope creep stops, and the org finally recognizes the executive you are.
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In most organizations, accountability sits with the VP or Director closest to the function the AI is operating in — but the formal authority to override the AI's output was never assigned. The result is accountability without decision rights. Closing that gap is a structural redesign question, not a personal performance question.
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WalkMe's 2026 State of Digital Adoption found 54% of enterprise workers bypassed their company's AI tools in the last 30 days and completed tasks manually. The most-cited reasons are low trust in AI for business-critical decisions (only 9% of workers trust AI for those), unclear ownership of AI outputs, and the absence of a formal override path when the AI is wrong.
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Executive coaching develops the leader's behaviors, presence, and influence. Executive advisory redesigns the structure the leader is operating inside — including decision rights, override mandates, and accountability lines. The full distinction is covered in our piece on executive advisor vs executive coach.