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You already know who it is.
Most leaders can name the person without thinking about it. The one with range they have not used yet. The one you promoted six months ago who is putting in hours the role should not need. The one who is doing well, and who could be doing something else entirely.
You have probably already tried. You gave the feedback. You handed them a stretch project. You had the conversation in a one-on-one and watched it fade by the next quarter.
There is a reason it fades. You also evaluate them. That changes what they are able to say out loud, and it changes what they are willing to look at.
Start with a conversation
This is 45 minutes to think out loud about someone on your team, at no cost and with no obligation.
Plenty of leaders come to this still deciding whether to invest at all. That is a fine place to start. We will talk about the person you have in mind, what you have already tried, and what you want to be different in six months. By the end you will know whether coaching is the right tool for this, and what it would look like if you moved forward.
If it is not the right thing, I will tell you. That happens, and it is a useful answer too.
What we will talk about
• The person, and what you see in them that they may not see yet
• What you have already tried, and why it has not held
• What better would actually look like from your chair
• How the work runs, what your role is, and where the line sits on confidentiality
• What it costs, and how companies usually handle it
• What you have already tried, and why it has not held
• What better would actually look like from your chair
• How the work runs, what your role is, and where the line sits on confidentiality
• What it costs, and how companies usually handle it
Where I come in
I work with one person at a time, over five months. The work belongs to them. My job is to help them see the patterns driving their decisions, and to build something they can hold onto when the pressure comes back.
You stay in it as the sponsor. We align on outcomes before we begin. You hear how it is going at the midpoint. You get a closing report that your employee helped write.
What happens inside a session stays there. That boundary is what makes the honesty possible, and the honesty is what moves the work.
Who this tends to be for
• Founders who promoted someone early and now need them to grow into the seat.
• Executives thinking about the bench. The person you would hate to lose, and the person you want ready in two years.
• Directors with a manager who is technically excellent and struggling with people.
• Managers with someone ready for the next level in every way except one.
• Executives thinking about the bench. The person you would hate to lose, and the person you want ready in two years.
• Directors with a manager who is technically excellent and struggling with people.
• Managers with someone ready for the next level in every way except one.
What your team member walks out with
• Clarity on what drives their decisions, and what gets in the way
• Language for the conversations they have been avoiding
• A read on how their leadership is landing on the people around them
• Language for the conversations they have been avoiding
• A read on how their leadership is landing on the people around them
Book the conversation
45 minutes. No cost, no obligation, no pitch.
Come with a name in mind, or come with a question about whether this is worth doing at all. Both are good reasons to book it.
Testimonials
We've invested in coaching for several people on our team, often at moments when we wanted them to have space to step back and reflect on how they lead themselves and others. Eloy helps people get grounded, better understand themselves, and work through challenges with more intention. That kind of reflection is hard to make room for in the day-to-day, and I’ve seen how valuable it can be for a leader’s growth.
- Tess Fay, Vice President, Global Location Strategies
Book Now
This package includes
1 x 45-minute Discovery Session