Engagement Overview

Every engagement is customized, but the structure is consistent: clear goals, defined cadence, and visible progress.

1. Discovery and Context

We start with short conversations with the founder, successor, and (if applicable) key board or family office members.
The goal is to clarify expectations, timing, and success criteria.

From there, I gather background on company performance, leadership structure, and current priorities.
This step ensures coaching and facilitation are grounded in business reality, not hypotheticals.

2. Individual Coaching and Alignment

The successor begins one-on-one coaching — typically biweekly sessions focused on executive presence, financial leadership, and strategic judgment.
The founder may also participate in select sessions to align on communication, decision-making, and delegation.

This stage builds readiness, confidence, and trust between both parties.

3. Progress Reviews and Stakeholder Feedback

Every quarter, we step back to assess progress and refine focus areas.
When useful, I gather confidential input from team members or board representatives to validate growth and identify blind spots.

Deliverables include a brief progress summary and updated development goals for the next period.

4. Planning Facilitation (Optional)

Many engagements include facilitation of annual or quarterly leadership meetings.
This ensures strategy, accountability, and leadership development stay connected — the successor practices leading in real time, and the founder sees how the team performs under new leadership dynamics.

5. Transition and Continuity

As readiness builds, we move into transition planning — defining timing, communication, and role clarity.
The objective is a seamless handoff, with the founder moving confidently into an advisory or ownership role and the successor stepping fully into leadership.

Cadence and Duration

• Quarterly engagements typically include six private coaching sessions plus one alignment or review meeting.

• Annual partnerships combine ongoing coaching, quarterly reviews, and facilitation as needed.

• Most founder–successor engagements run 6–18 months depending on timing and complexity.

Deliverables

• Clear development priorities and measurable progress milestones

• Quarterly summaries for the founder and/or family office

• Transition plan and communication framework (if applicable)

• Optional facilitation notes and follow-up actions from planning sessions