What does the next level ask of you?
You have outgrown what got you here. Coaching for emerging leaders with new scope, new stakes, and old habits. Learn to lead leaders, not just manage work.
Free 30-minute call. No pitch.
Which of these sounds familiar?
The promotion was the easy part. The person the new role requires is still under construction.
You are leading people who used to be your peers
The relationships changed overnight. The authority did not come with instructions, and every decision now lands differently.
You manage up without real authority
You own the outcomes but not the decisions. Influence is your only lever, and nobody taught you how to pull it.
You were promoted for doing great work
Now you are measured by what others do. The skills that earned the promotion are not the skills the role needs. Doing got you here. Leading is a different craft.
You are avoiding the feedback conversation
You know what needs saying. Saying it feels riskier than silence. It is not, and the longer you wait, the more it costs.
And if you are the one developing them
Your bench is thinner than your plans
Growth targets assume leaders you do not have yet. Every key departure exposes the gap.
Your succession pipeline is a slide, not a system
Names on a chart are not readiness. High-potential people need real development before the role finds them unprepared.
Coaching for the leap into leadership
Leadership coaching is one-to-one work for the moment a leader’s scope outgrows their habits. It is practical, honest, and built around the actual situations you face each week.
Emerging leaders
Directors stepping into VP roles. New executives finding their footing. High performers promoted for what they did, now measured by what they build in others. If your old playbook stopped working at the new level, you are in the right place.
HR and people leaders
Coaching as leadership development infrastructure. Give your emerging leaders a confidential thinking partner, and get back faster ramp-up, stronger bench strength, real succession readiness, and high-potential people who stay because they are growing. If you are building the next layer of leadership in your organization, let’s talk about what a coaching engagement looks like at your scale.
Greater behaviour change noticed by direct reports in coached leaders.
Source: De Meuse, Dai & Lee, 2009 Evaluating the effectiveness of executive coaching: Beyond ROI?Coaching: An International Journal of Theory, Research and PracticeMeta-analysis of executive coaching effectiveness: coached leaders showed markedly greater behaviour change as rated by their direct reports than non-coached managers.
Greater improvement in 360-degree feedback ratings for coached managers (n=1,361).
Source: Smither et al., 2003 Can working with an executive coach improve multisource feedback ratings over time? A quasi-experimental field studyPersonnel PsychologyQuasi-experimental field study of 1,361 managers: those who worked with an executive coach improved more on multisource (360-degree) feedback ratings over time than managers who did not.
Increase in goal attainment over baseline after coaching.
Source: Grant, 2014 The efficacy of executive coaching in times of organisational changeJournal of Change ManagementStudy of executive coaching during organisational change: coached leaders reported a 42% increase in goal attainment over baseline compared with a control group.
Sources
- De Meuse, K.P., Dai, G. and Lee, R.J. (2009) 'Evaluating the effectiveness of executive coaching: Beyond ROI?', Coaching: An International Journal of Theory, Research and Practice, 2(2), pp. 117-134.
- Smither, J.W. et al. (2003) 'Can working with an executive coach improve multisource feedback ratings over time? A quasi-experimental field study', Personnel Psychology, 56(1), pp. 23-44.
- Grant, A.M. (2014) 'The efficacy of executive coaching in times of organisational change', Journal of Change Management, 14(2), pp. 258-280.
Clear steps. Real commitments.
Three steps from first conversation to deep work. No tiers, no guessing what comes next.
Start with a conversation
Thirty minutes, no pitch. An honest conversation about where you are, what is at stake, and whether coaching is the right move. You leave with clarity either way.
Get clear in 90 minutes
The Executive Clarity Intensive. A focused 90-minute intensive, including your Birkman Signature Report debrief. At this transition, self-awareness is the gap, and the Birkman closes it with hard data on your strengths, blind spots, and behaviour under stress. You leave with a written 90-day action plan within 48 hours.
Do the deep work
Ongoing Executive Coaching. One-to-one coaching for Intensive graduates: private 60-minute sessions that turn insight into new habits, with accountability that keeps the change alive after the plan is written. Ongoing Executive Coaching engagements follow your Intensive, by mutual fit. Your invitation is extended at the end of your Intensive.
What leaders say.
“Jonathan partners with clients to create effective coaching plans, building trust through professionalism and warm rapport.”
“Jonathan brings focus, discipline, and an inclusive nature to his leadership as well as his coaching practice. I’ve seen him create space for diverse perspectives while keeping people clear on their goals and level of accountability. His ability to balance thoughtful challenge with support helps those he leads build confidence and grow.”
“I had the pleasure of working with Jonathan as my career coach, and I can’t recommend him enough. What surprised me most was that our sessions weren’t just about career strategy, Jonathan helped me shift the way I see myself. He has this quiet way of reminding you to focus on your own wellbeing, to stop comparing yourself to others, and to trust that you are already enough. I walked away from our time together not just clearer on my career direction, but more grounded and confident in who I am.”
I’ve sat in your chair.
I was very good at performing. For years I led a multimillion-dollar organization with multiple departments and dozens of staff, where high performance was expected everywhere. And the performance was quietly creating anxiety in me and everyone around me. There was simply no playbook for the complexity and change I was navigating. Coaching changed that. It made me a better leader and helped me build a better life. That is why I coach now: to help high-performing leaders end performing and start becoming.
I hold an MA in Executive and Organizational Coaching from Royal Roads University and I’m a Birkman Signature Consultant.
I received the Queen Elizabeth II Diamond Jubilee Medal for community leadership.
End performing. Choose becoming.
The work, up close.
Three engagements. Names withheld, results not.
Promoted past her old playbook.
Situation
A director promoted to VP at a financial institution. The new level of position, influence, and authority demanded new ways of being, doing, and influencing that her old skill set could not deliver.
Engagement
One-to-one coaching on leading leaders instead of managing them: getting comfortable in her own skin and position, leaving imposter thinking behind, and learning to cultivate relationships up and down the ladder.
Outcome
Team engagement and performance rose, and her performance review called out her leadership abilities as outstanding.
From firefighting to leading.
Situation
An executive director in health care was squeezed between budget cuts and rising demand. Overtime was climbing, patient care metrics were slipping, and burnout was spreading through the team.
Engagement
We worked on a leadership approach grounded in clear communication, using the LEADS framework to build coalitions and address the systemic problems underneath the symptoms.
Outcome
Overtime came down, engagement scores went up, and the team started pulling in the same direction again.
From backlog to breakthrough.
Situation
A director was drowning. Life changes, health challenges, and a complex HR portfolio with unionized employees filing grievances and going on leave. The complaint backlog kept growing because every file felt too heavy to open.
Engagement
Together we built a stabilization plan so she could show up at her best for every employee. Then she made the harder choice: to meet each file with courage, tell the truth about what happened, and trust the process. Through HR advising, fair investigations, and direct negotiation with employees and their union, she cleared the backlog one file at a time.
Outcome
The outcome was a clear deck and clear air. Rapport improved across the department. New complaints dropped to a minimum. It was a complete culture change, because instead of avoiding the hard conversations, she faced them head on with the right legal and professional supports in place.
Lead at your next level.
Book a Discovery Call. Thirty minutes, no pitch. There is one way to find out what the next level is really asking of you.
The leaders I coach are not broken. They are in between: too experienced for beginner advice, too new for the room to cut them slack.
