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.
Executive presence feels like a costume
At the next level, how you carry yourself in the room matters as much as what you deliver. You are not sure who to be in there yet.
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.
Your best people are a flight risk
High performers leave when growth stalls. Coaching keeps them challenged, visible, and invested in staying.
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.
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
The Sprint. Ongoing 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. Sprint engagements follow your Intensive, by mutual fit. Your invitation is extended at the end of your Intensive.
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 a Master of Arts in Executive and Organizational Coaching from Royal Roads University and the Professional Certified Coach credential from the International Coaching Federation, and I am a Birkman Signature Consultant. I serve as President of the ICF BC Chapter and President and Board Chair of the Rotary Club of Vancouver Waterfront. I received the Queen Elizabeth II Diamond Jubilee Medal for community leadership.
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 lonely founder to nine-figure exit.
Situation
A solo founder, performing but isolated, with a company that depended entirely on him.
Engagement
Three years of one-to-one coaching. He founded a new venture with three partners, implemented EOS, built culture and governance, established agile rhythms, and became a recognized global thought leader.
Outcome
The business expanded globally with major enterprise customers and sold for over nine figures.
What leaders say.
“Jonathan partners with clients to create effective coaching plans, building trust through professionalism and warm rapport.”
“Jonathan is an encouraging, empowering presence. He leads leaders who lead leaders, and you will have one of those crucial aha moments in your sessions with him.”
“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.”
A note on the leap
Nobody hands you a manual when the role gets bigger than your habits. I know, because I lived it: the title changed, the stakes changed, and I kept reaching for the tools that had always worked. They did not.
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. That in-between is exactly where coaching earns its keep. Not therapy, not training. A confidential space to think clearly, decide well, and become the leader the role is asking for.
Lead at your next level.
Book a free Discovery Call. Thirty minutes, no pitch. There is one way to find out what the next level is really asking of you.
