Executive Coaching for
ORGANIZATIONAL IMPACTWhen Leadership Decisions Carry Real Consequences
Trusted by Leaders from:
When Leadership Expectations Increase
Organizations bring me in during moments that matter: expanded responsibility, increased visibility, and roles where early decisions shape long-term outcomes.
In high-stakes positions, success is not just about hiring the right leader. It is about how quickly that leader establishes credibility and momentum. Without the right support, even strong leaders lose time finding their footing, and early missteps can impact perception before results have a chance to take hold.
Protecting the Leadership Investment
Executive search is a six-figure commitment before onboarding even begins. Once a leader steps into the role, the real question is not whether they are capable, but how quickly they will deliver.
Without focused support, priorities blur, expectations remain high, and mistakes are costly. Coaching shortens the adjustment curve by helping leaders make better decisions early, align with key stakeholders, and establish momentum in the right direction.
When organizations coach high-potential leaders before promotion, they often reduce reliance on external hires and increase the success rate of internal succession.
The return is not abstract: fewer missteps, faster traction, and stronger leadership when timing matters.
Every Day Matters
The first 90–180 days are decisive. This is when leaders set expectations, build momentum, and shape perceptions that last.
Coaching ensures this time is used intentionally. Leaders stay focused on what matters most, build trust with critical stakeholders, and operate with clarity under pressure.
The same principle applies before promotion. Coaching ahead of expanded responsibility improves readiness, strengthens retention, and increases confidence in succession decisions.
How I Partner with Organizations
I work with organizations when leadership expectations increase and there is little margin for error.
Engagements typically focus on:
senior leaders taking on expanded responsibility
high-potential leaders preparing for broader scope
succession and promotion decisions where early judgment matters
The work is confidential, tailored, and designed to support leaders and sponsors through real operating pressure, not theoretical development.
Executive-to-Executive
Jessica brings lived executive experience to her work as a former public company officer and Fortune 5 technology executive. She understands the pressure, pace, and politics of senior leadership because she has operated there herself.
She has led global teams and presented to boards. She has developed senior leaders in high-stakes environments. That shared experience allows her to establish trust quickly and challenge thinking without posturing as leaders navigate complexity and deliver results.