Technology Leaders
Lead people through complexity without becoming another source of it.
Directors, VPs, and senior leaders working in ambiguity and speed, where the org chart, the roadmap, and the priorities all move at once. Six months of one-on-one coaching on how you lead when the ground keeps shifting under the team.
Book a 30-minute call- 10 years at Uber, Snap & DoorDash
- Licensed therapist
- EQ-i 2.0 certified
- Director–VP & founders
What good looks like
What's different six months in.
Executive presence
People can tell what you think and why. In a steering review or a board readout you hold the room without performing in it, which is most of what presence actually is.
Cross-functional relationships
The peer running another org becomes someone you call before the escalation instead of after it. Less of the work has to travel through formal channels.
Conflict that produces something
Disagreement gets to the real question faster. You say the hard thing without spending the next week managing the aftermath, and you repair it when a conversation goes wrong.
Delegation you can live with
You hand over the judgment along with the work, so what comes back is better than the version you would have rewritten yourself at 11pm.
Teams that feel clear, not controlled
People know what matters this quarter and what they can decide without you. Clarity ends up doing the work that oversight was doing.
What we work on
Six things the engagement is built around.
Not a curriculum you march through. These are the threads that come up, in whatever order the year brings them.
Values under pressure
Values are only useful when they cost something. Yours become decision principles you can apply when priorities, people and roadmaps conflict, and you can tell whether a given gap calls for a boundary, a conversation, acceptance, or distance.
Emotional intelligence as a skill system
The EQ-i 2.0 gives you a real read across self-awareness, expression, empathy, stress tolerance and decision-making. You regulate yourself first, then shape the emotional climate of the team, because they take the reading off you.
Who is driving right now
You contain several versions of yourself and they do not all belong in the same meeting. You learn to notice when fear, perfectionism, urgency or status anxiety has the wheel, what it is protecting, and whether it is equipped to make this call.
Conflict as a practice of clarity
Conflict is not what does the damage; avoidance and defensiveness are. You give feedback people can act on, hear the difficult version without collapsing, and repair trust when a conversation goes wrong.
Designed accountability
Accountability is a support system, not a character trait. You build the peer relationships and feedback loops that keep a senior role from becoming an isolated one, so follow-through stops depending on having a good week.
Perspective you cannot generate alone
You are inside the system you are trying to read. Every other week you get an outside view from someone with no seat on your team and nothing riding on the answer, which is often how a performance problem turns out to be a system dynamic.
How it works
Six months. An hour every other week.
One engagement, one-on-one. Here is what the six months look like.
- Week one
The EQ-i 2.0
A validated emotional-intelligence assessment. You get the results as a conversation, not a PDF.
- Every other week
Two or three behaviors
Specific enough that someone on your team would notice the change inside a month.
- Over time
The pattern underneath
The behaviors that don't move are usually protecting something. Sustainable change requires understanding what a behavior is protecting—not just trying to eliminate it.
- Between sessions
Text me
For the Tuesday something goes sideways and you have forty minutes to respond.
From a client
This has turned out better than I hoped. I feel like I can choose the version of myself that is in the room instead of just reacting to problems.A client, mid-session
That's the bar. Choosing who shows up instead of reacting on instinct, which is most of what we work on.
Directors, VPs, and senior leaders at growth-stage tech companies who want the next level of responsibility and want to still like the way they lead when they get there.
If you want frameworks and homework, or what you really need is a strategy consultant, I'll say so on the first call.
Next step
Book a 30-minute call.
No pitch. You tell me what's going on, I tell you whether I can help. If I can't, I'll point you to someone better suited.