Employer-Sponsored Performance Coaching
Strengthen your bench before misdirection costs time or talent
A structured, five-session confidential coaching track for high-capability employees. Employer-funded. Voluntary participation. Designed to help smart people focus on the right problem before drift, frustration, or misalignment impacts performance.
Book a strategy callEmployer-Sponsored Coaching — for high-capability people.
A five-session confidential track that helps strong employees focus on the right problem — before misdirection costs you time or talent.
Most companies don’t have a performance problem. They have a focus problem. Smart people stay busy, but drift into the wrong priority, the wrong conflict, or the wrong story about what’s actually happening.
It’s rarely visible at first. Output stays high. Meetings stay polite. Deadlines still get hit. Then you notice the second-order effects: stalled decisions, friction, quiet disengagement, and avoidable rework.
This track creates a private place to think clearly, pressure-test decisions, and name the real constraint. When high-capability people regain clarity, they move faster — and they stop spending energy in the wrong direction.
It’s employer-funded and voluntary. You should expect 10–20% uptake — the people who want it most tend to be the ones you least want to lose.
The goal isn’t “more coaching.” It’s better judgment, cleaner execution, and fewer expensive misfires.
This program exists to strengthen judgment before small misalignments compound into costly problems. High-capability employees rarely fail because of skill — they drift because no one is helping them name the real constraint.
When focus sharpens, execution improves. When execution improves, rework drops, friction lowers, and retention stabilizes.
This isn’t open-ended coaching. It’s a structured, confidential sequence designed to surface the real problem quickly, tighten decision-making, and translate clarity into action.
Participation is voluntary and employer-funded. The work stays private — the company gets stronger performance, not personal details.
High-capability employees don’t usually leave because they can’t perform. They leave when clarity erodes, friction builds, or their effort no longer feels connected to meaningful progress.
This program strengthens focus early — reducing hidden costs like rework, stalled initiatives, disengagement, and avoidable turnover.
Discuss implementationWhat working together looks like
This isn’t therapy, and it isn’t motivational coaching. It’s structured performance coaching built for high-capability employees who carry real responsibility.
Confidential. Practical. Focused on clean action inside the role they already have.
- naming the real constraint behind “busy” and “stuck”
- tightening priorities so effort stops leaking into the wrong work
- preparing for hard conversations before they create friction
- pressure-testing decisions around scope, timing, tradeoffs, and risk
- building an action plan the employee can execute without second-guessing
Employers can be involved at the edges if you want: a short intake conversation on goals and concerns, and an optional close-out focused on outcomes and next steps — without sharing personal details.
I’ve spent my career inside organizations — leading teams, navigating pressure, and carrying operational responsibility.
I don’t insert myself into company politics, and I don’t override leadership. My role is to help strong employees think clearly inside the structure you’ve built.
This is performance-focused work — grounded in real constraints, real timelines, and the realities of running a business.
This program is for high-capability employees who are already trusted, already producing, and already carrying meaningful responsibility — but who would benefit from sharper clarity and cleaner decision-making.
It works best for people you see long-term potential in — emerging leaders, technical experts stepping into broader scope, or strong contributors navigating complexity.
It is not remediation coaching. It’s not a substitute for performance management, HR intervention, or conflict arbitration.
If someone is underperforming, disengaged beyond recovery, or misaligned with the company’s direction, this isn’t the tool. This program strengthens strong people.
In most organizations, performance doesn’t break loudly — it drifts quietly. Capable people stay busy, but clarity erodes, friction builds, and decisions compound in the wrong direction.
Left alone, drift rarely corrects itself. It shows up later as stalled initiatives, avoidable turnover, or leaders spending time cleaning up problems that could have been prevented earlier.
This program exists to interrupt that pattern early — while your strongest people are still strong.
