You already hired your next leaders.
You know who they are. What they're missing isn't talent or ambition. It's someone with the time to develop them, and that's rarely the person already managing them.
Promoting someone isn't
the same as developing them.
Most companies promote their strongest individual contributors and then hope the leadership part sorts itself out. What usually happens instead is that the new leader keeps doing the thing that got them promoted. The job changed when the title did, and so did the way they're measured. I can help them adjust to that.
The other half of it is quieter. We set goals for revenue, for hiring, for the roadmap, and we course correct on all of them. We almost never ask someone to define the kind of leader they're trying to become, then help them get there and course correct along the way. So they lead without intention, and they rarely find out what isn't serving them until something breaks. Badly.
They stay in individual contributor mode
What got them from A to B won't get them from B to C. The instinct is to keep proving themselves through their own work, and it's the slowest, most expensive way to do a job that is now about having a bigger impact through the work of others.
The hard conversation waits
Feedback that should take a week takes a quarter. By the time it happens the problem has grown, and so has the audience that noticed.
Impact through a team is a different skill
Their results used to be their own. Now their results belong to the people they lead, and getting there means building a team that can do the work without them standing over it. That's a skill, and it isn't the one they were promoted for.
Your best people are watching
Your high performers already know the fastest path to a bigger title and salary is usually job hopping. Help them see and feel momentum where they are. Your commitment to their growth is a competitive advantage.
Coaching for a leader you believe in.
Who it's for
Most useful the moment the job changes underneath someone. First team. First time leading leaders. First seat in a room where they're expected to have a point of view.
What it is
Four one-hour sessions a month, plus real support via email when something comes up, within reason. Engagements typically start at $2,000 a month.
Every engagement begins with lightweight input from you and from your leader, so we start from a real picture rather than a hopeful one. That's included.
A fuller 360, when you want one
Structured input from the people who actually work with them, gathered and synthesized into something usable. Starts at $1,200 for four people plus your leader. For something deeper, we'll talk about scope.
More than one person
If you're thinking about several leaders, or a mix of 1:1 coaching and a cohort, say so early. I'd rather build something that fits your situation than price it as a list of separate line items, and bundling usually works out better for you.
How sponsored coaching works
I'm working with you as well as with your leader. We align up front on what growth looks like from your side, and I hold that alongside what your leader wants for themselves. Most of the time those two things overlap. Where they don't, my job is to find the middle ground rather than pick a side.
Clear terms, clean boundaries.
You sponsor the engagement. Your leader owns the work.
Check-ins run in one direction. I'll ask what you're observing, so the coaching stays aimed at something real. What your leader and I talk about in a session stays between us.
Confidentiality is the most important ingredient in building trust. A leader who is managing what gets reported back isn't being coached effectively, they feel evaluated. You'll know whether the work is landing. You won't know what they said.
Develop multiple future leaders together.
Who it's for
Newer managers, and people you expect to be managing soon. High performers who want this. It's a development program, not a remediation program, and it works best when everyone in the room chose to be there.
What it is
Six 90-minute group sessions, one every two weeks, with self-guided work in between. Four to six people, at $1,200 per person.
What it covers
The shift from making your impact directly to making it through other people. What a leadership style actually does to a team. Hiring decisions, and what they cost when they're wrong. Performance management, including the parts most training skips. Reading team dynamics before they turn into problems.
Why a group
Some of it is me. A lot of it is them. New managers rarely get to hear a peer say the hard part out loud, and that turns out to be most of the value. They stop believing they're the only one finding it difficult.
Jane built a manager training program that was enormously valuable for new managers, giving them the skills and confidence to invest in their teams, coach their highest performers, and work through challenges. Jeff Kaiser, Co-Founder & COO, Propel
I coach from the operator's seat.
I've spent 15+ years leading People teams at four companies, always in the top HR seat, most recently in VP roles. Hypergrowth, a pandemic, a restructuring, and a turnaround from burning cash to banking it.
I didn't just sit in the room for hard decisions, I drove how the company navigated them. I helped leaders get comfortable taking action on the problems they least wanted to engage with.
That matters here because developing your leaders isn't only about how they feel. It's about whether they can hold a bar, make a call, and explain a decision to a room that isn't automatically on their side.
Jane was the unique Head of People with both sharp business acumen and empathy. Kerry McGraw, COO, Wistia
Let's talk about your people.
A free 30-minute consult. Tell me who you're thinking about and what you want for them, and I'll tell you if I'm not the right fit.
Email me and I'll send back a few times that work.