Coaching

Who do I coach?

Below are two profiles of prototypical clients I predominantly work with - “prototypical” meaning clients fit some but not all of the qualities in either profile, and “predominantly” meaning most of my clients fall into one of these two categories, but I do work with other folks as well.

Startup Executives

Leaders in the midst of constant growth and change

Where they struggle

  • Loneliness: with their team turning to them for answers, they can feel alone in the responsibility to lead

  • Micromanagement: often former strong ICs, under stress they default back to control and self-sufficiency

  • Prioritization: when everything feels like a fire, it can be hard to see where to focus and what to let burn

  • Burnout: self-rejuvenation is often seen as a luxury until they hit a wall

Unlocking their potential

Building a team and a company from the ground up is an incredible opportunity with so much potential and promise. It’s also full of uncertainty and instability. When a startup leader can create internal stability for themselves, it resonates with their team and the larger organization, allowing them to bring forth their creativity and innovation.

Heads of People/HR

Leaders driving growth through talent acquisition, engagement, development, and culture

Where they struggle

  • Loneliness: confidentiality requirements and preconceived notions of HR can create isolation

  • No support: While they report to someone, they tend to end up supporting them rather than receiving support

  • Projected expectations: everyone has their own opinion of what People and HR “should” do. Hearing those expectations repeatedly can start to distort their understanding of their own role

  • Endless effort without movement: often tasked with responsibilities that require co-ownership from employees, Heads of People/HR can feel like they’re banging their heads against a wall, doing their part while others reject ownership

Unlocking their potential

When Heads of People have a seat at the strategic table, they can help align people and culture to achieve business outcomes. That requires trusting and candid relationships with all execs, primarily founders/CEOs. It requires establishing and defending a point of view on the growth of the business and the role People/HR plays in that growth. And it requires holding employees accountable without taking ownership for them. All while building out core internal structures and systems. That intricate balancing act requires self-support, self-investment and a confidential sounding-board, because Heads of People deserve to receive what they work so hard to give to others.

How does it work

Timeline

I work with all my clients for 6-months minimum. The types of transformations my clients seek require both commitment and spaciousness for exploration.

Sessions

We meet weekly or semi-weekly, for 60-minutes on Zoom at a recurring time. Our engagement will build in wiggle room for missed weeks, vacations, etc.

Pricing

Pricing varies depending on engagement details, however expect to budget $1,250-2000 a month. I reserve a few scholarship contracts for extenuating circumstances, particularly leaders of for-good or non-profit organizations.