Coaching, leadership team work, and the operating backbone that turns either into something durable. Engage one. Most clients combine two.
Confidential 1:1 work with the senior leader. Twice-monthly sessions, sixty to ninety minutes, plus phone access between for time-sensitive calls. Sessions move between the inner work - patterns, identity, the weight of the seat - and the outer work - the team, the calendar, the operating decisions in front of you.
Who it's for. VPs, founder-CEOs, C-suite operators carrying meaningful P&L or function responsibility. New-in-seat leaders scaling fast. Long-tenured leaders renegotiating how they lead.
What you get. A working agenda you both maintain. A midpoint review at month three. A closing review at month six. The option to convert to a lighter monthly retainer if both parties want to continue.
Coaching a senior leader and the small team around them - usually four to eight direct reports - against a specific objective. The structure is paired: the leader 1:1 on a steady cadence, the team together on a rhythm built around the team's own operating cycle.
Common triggers. A strategy turn, a post-merger or post-investment reset, a new C-level joining, a step-change in operating cadence the team isn't yet built for.
What you get. A kickoff offsite to set objectives and operating contract, a recurring team session rhythm, a midpoint reset, and a closing review that hands the cadence back to the team to run themselves.
For leaders whose weekly operating rhythm has drifted. We design and install the cadence - what gets reviewed, by whom, on what frequency, in what format - and coach the leader through running it themselves. The leader runs the meeting; we sit in, observe, and debrief.
For leaders managing teams, our standing recommendation is the HeyRamp platform, which keeps the structured 1:1 and performance review cadence running without taking a leader's evening to maintain. We integrate it into the install where it fits.
Delivery. Always paired with executive coaching. The mindset and the mechanism need to move together; running new cadence with old patterns rarely takes. By month four the leader owns the rhythm and we step back.
Founders moving between roles they didn't choose to occupy - from doing-the-work to leading-the-people-who-do-the-work; from operator-CEO to chair-or-owner; through an investment, exit, succession, or buy-back. The role design matters and the identity shift matters more; both have to move for the transition to take.
What we cover. The new shape of the role, what to delegate and what to keep, the relationship with the incoming or expanded leadership team, the relationship with the board or investor, and the personal economy underneath all of it - energy, calendar, identity, ambition.
Discretion. Confidential by default. Sponsor reporting agreed in writing if the board is involved.
For senior leaders running underwater - back-to-back calendars, decision fatigue, doing too much of the work that should sit one level down. We look at the calendar honestly: the standing meetings, the one-offs, the recurring conversations that should have been a system three quarters ago.
What changes. A redesigned calendar, a defined delegation map, a small number of system changes that pay back quickly - usually inside sixty days. Often the cleanest entry point for a leader who isn't sure they want a six-month coaching engagement yet.
A real conversation about the seat, the objective, and the fit. No pitch, no pressure. We tell you honestly if we're the right team.
Written agreement on objectives, cadence, format, sponsor reporting (if any) and fee. No surprises after sign-off.
An extended first session - in person where geography allows - plus a structured look at the operating reality: team, scorecards, calendar, recurring decisions. This is where coaching meets consulting backbone.
Twice-monthly sessions on the steady cadence. Where operating-discipline install is in scope, this is where the new rhythm goes in and the leader starts running it.
An honest read on progress against objectives. Adjustments to cadence, scope or focus where they're warranted. A short note to the sponsor where one is funding the work.
The new patterns and operating habits move from supported to self-running. Sessions shift toward consolidation and the next horizon.
A clean closing review against the original objectives. Either a clean exit, or - where both parties want it - a move to a lighter monthly senior-advisory retainer.
The default. Twice-monthly 1:1 sessions, phone access between, working agenda, midpoint and closing reviews.
Leader 1:1 plus team together, scoped to a specific objective. Kickoff offsite, midpoint reset, closing review.
For leaders who have completed an initial engagement and want a senior call to make. Monthly cadence with on-demand access for time-sensitive decisions.