The flagship offer:
The Creative Leadership Ascension
A six-month private coaching experience for creative, media, and brand leaders ready to lead with greater influence, visibility, and authority.
You have already proven that you can do exceptional work. You are the person people trust to solve complex problems, bring ideas to life, and deliver under pressure. But succeeding at the next level requires more than talent and effort. It requires the ability to communicate strategically, lead people through uncertainty, navigate senior stakeholders, make your value visible, and hold your ground in high-stakes rooms.
The Creative Leadership Ascension helps you make that shift.
Through a confidential, personalized coaching partnership, you will strengthen the leadership skills and executive presence that help others see—and experience—you as the strategic leader you are becoming. Together, we turn your current leadership challenges into opportunities to build clarity, influence, confidence, and sustainable career momentum.
This is not generic leadership advice, performance management, therapy, or a promise of a promotion. It is a focused coaching engagement for leaders who are ready to do the inner and practical work of operating at their next level.
What's included:
Leadership Diagnostic
A 90-minute kickoff, career/leadership history, strengths review, goals, and a written coaching roadmap
Biweekly Private Coaching
Twelve 60-minute coaching sessions across six months
Executive-presence Practice
Role-play for presentations, promotion conversations, difficult feedback, stakeholder meetings, interviews, and conflict
Career Narrative and Visibility Strategy
Leadership positioning statement, achievement narrative, stakeholder map, and practical visibility plan
Leadership Resources
Conversation planning tools, meeting prep template, delegation guide, feedback framework, and self-advocacy scripts
Closing Strategy Session
A 90-minute final session and 90-day continuation plan
Your Leadership Journey
Phase 1: Clarify your leadership foundation
Month 1
We begin by taking an honest look at your current role, desired next level, leadership context, and the professional situations that feel most important or difficult right now.
Rather than assuming the answer is simply “be more confident,” we identify what is actually happening. Is the challenge a lack of clarity? Visibility? Delegation? A difficult stakeholder? A leadership identity that has not caught up with your new role? Perfectionism? A team that needs clearer expectations? An executive room where you have not yet learned how to participate fully?
Together, we explore:
- Your career story, leadership experiences, and professional turning points.
- The strengths, values, and instincts you bring to your work.
- What people currently rely on you for—and what you want to be known for next.
- The difference between your current role, your actual scope, and your desired scope.
- Your leadership aspirations, fears, assumptions, and patterns under pressure.
- The organizational environment: culture, stakeholders, decision-making norms, and constraints.
- The outcomes that would make the next six months meaningful.
You receive: Your personalized Ascension Roadmap, including your leadership priorities, success indicators, key relationships, and a focused development plan.
Phase 2: Strengthen executive presence
Months 2–3
Executive presence is not a personality type, a certain voice, or being the loudest person in the room. It is the ability to help people trust your judgment, understand your point of view, and feel confident in your ability to lead.
In this phase, we work on how you show up when visibility and stakes are high.
Together, you may develop:
- A concise, credible leadership narrative: who you are, what you lead, and the value you create.
- A more strategic way to frame ideas, updates, recommendations, and requests.
- Stronger meeting presence: entering prepared, contributing with intention, and following through effectively.
- Communication strategies that are direct without being defensive, vague, overly apologetic, or overly detailed.
- A practical approach to presenting ideas to executives and responding to questions in the moment.
- Greater comfort with silence, disagreement, uncertainty, and not needing to over-explain.
- Habits that help you distinguish between useful preparation and perfectionism.
- Language for advocating for resources, scope, headcount, credit, compensation, or promotion readiness.
You receive: An Executive Presence Toolkit with your key leadership messages, meeting-preparation prompts, presentation structure, and personalized communication practices.
Phase 3: Build influence and lead people
Months 3–4
As your scope grows, your impact increasingly comes through other people: your team, your peers, your senior stakeholders, and the cross-functional relationships that determine whether ideas move forward.
This phase focuses on the relational side of leadership—without asking you to become political in a way that feels inauthentic.
Together, we may work on:
- Identifying the stakeholders who influence your success and what they need from you.
- Building trust and credibility with leaders above, beside, and below you.
- Navigating competing agendas, unclear ownership, and organizational friction.
- Managing up in a way that is proactive, clear, and appropriately boundaried.
- Leading former peers or senior specialists with confidence and respect.
- Delegating more effectively and moving out of overfunctioning or rescuer patterns.
- Giving feedback that is direct, useful, and aligned with the standards you want to create.
- Receiving feedback without losing your center or becoming defensive.
- Handling conflict, tension, or difficult personalities with clarity and self-respect.
- Establishing team expectations, decision rights, meeting rhythms, and healthy accountability.
Phase 4: Create strategic visibility
Months 4–5
Strong work does not always speak for itself—especially in complex organizations. Strategic visibility is not self-promotion for its own sake. It is helping the right people understand your contribution, your thinking, and the leadership value you bring.
In this phase, we focus on making your work legible to the people who shape opportunity.
Together, we may develop:
- A promotion-readiness or expanded-scope strategy.
- A clear account of your impact, including team outcomes, business results, creative contribution, and leadership growth.
- A stakeholder communication plan for major work, decisions, wins, and lessons learned.
- A system for documenting accomplishments and leadership evidence in real time.
- A plan to contribute strategically in meetings, cross-functional initiatives, and executive forums.
- More intentional relationships with mentors, sponsors, advocates, and collaborators.
- A thoughtful LinkedIn or external thought-leadership strategy, if external visibility supports your goals.
- An approach to self-advocacy that feels grounded in contribution rather than ego.
You receive: A Strategic Visibility Plan with key messages, relationship priorities, opportunities to demonstrate leadership, and a practical rhythm for documenting and communicating impact.
Phase 5: Integrate and sustain
Months 5–6
The final phase helps you turn insight into durable leadership practice. We look at what has changed, what still feels difficult, and how you will continue leading at a higher level after the engagement ends.
Together, we may work on:
- Applying your leadership tools to current, real-world situations.
- Preparing for a promotion conversation, new role, critical presentation, interview, team change, or other emerging opportunity.
- Identifying early warning signs that you are returning to old patterns, such as overwork, avoidance, perfectionism, people-pleasing, or withdrawal.
- Refining systems that help you lead sustainably: boundaries, priorities, delegation, meetings, decision-making, and recovery.
- Naming the leadership behaviors you want others to experience consistently from you.
- Building a personal advisory network of peers, mentors, sponsors, and trusted thought partners.
- Creating a realistic 90-day plan for continued visibility, influence, and leadership growth.
You receive: A 90-Day Leadership Continuation Plan that identifies your next priorities, practices, relationships, and milestones.
How a Session Works
Every session is centered on what is most relevant in your working life at that moment. You might arrive needing to prepare for an executive meeting, process difficult feedback, decide whether to take on new scope, resolve a team issue, or clarify how to communicate a recommendation.
A typical session may include:
- Reviewing what has shifted since the previous session and what you learned through action.
- Identifying the current leadership challenge and the outcome that matters most.
- Examining the facts, assumptions, stakeholders, emotional dynamics, and choices involved.
- Exploring how you want to lead in the situation—not merely how to “win” it.
- Designing a practical action, conversation, experiment, or communication plan.
- Identifying what you will notice, practice, or reflect on before the next session.
This is why six months matters: leadership development happens through reflection and repeated real-world application, not from receiving a one-time set of tips. Executive coaching commonly combines regular coaching conversations with work on live leadership challenges over several months.
Optional 360 feedback component
For clients who want a broader picture of how they are currently experienced as a leader, offer a qualitative feedback option as an add-on or within the premium version of the program.
Leadership Perspective Review
This is a confidential, developmental feedback process—not a performance evaluation.
With the client’s approval, you invite a small group of colleagues—such as a manager, peers, direct reports, collaborators, or key stakeholders—to share perspective on the client’s strengths, impact, leadership habits, and growth opportunities.
You then synthesize themes and review them privately with the client. The client decides what, if anything, is shared with an employer or sponsor.
Potential questions include:
- What does this leader do that makes the greatest positive impact?
- When are they at their best?
- What do they need to do more of to increase their effectiveness?
- What could make it easier to work with or be led by them?
- What would help them be more effective at the next level?
360-style feedback can help leaders understand how their effectiveness and behaviors are experienced by managers, peers, direct reports, and other stakeholders.
Investment and Logistics
Private, self-funded engagement
Investment: $9,500 USD
Duration: Six months
Format: Private virtual coaching via Google Meet
Coaching sessions: Twelve 60-minute sessions, generally scheduled every other week
Included support: Leadership Ascension Discovery, personalized roadmap, coaching tools and templates, limited between-session support, midpoint leadership review, and a 90-minute closing integration session.
Payment options
- Pay in full: $9,500.
- Two payments: $5,000 at enrollment and $5,000 at the start of month four.
- Six monthly payments: $1,700 per month, totaling $10,200.
Organization-sponsored engagement
Investment: Starting at $14,500 USD
For employer-sponsored clients, the engagement can include an initial alignment conversation involving the client, their manager or sponsor, and the coach; a midpoint progress conversation; and a closing development summary. These conversations should focus on agreed goals, observable progress, and next-stage development—not the content of confidential coaching conversations.
What organization-sponsored coaching includes
- A 60-minute three-way alignment conversation before coaching begins.
- Shared agreement on the developmental goals and how progress will be recognized.
- Twelve private client coaching sessions.
- A midpoint sponsor alignment conversation, if the client agrees.
- A final sponsor conversation or development summary focused on forward-looking growth.
- Clear confidentiality boundaries established in writing before the first coaching session.
Possible Outcomes
Every client’s circumstances, organization, and readiness are different. This program does not guarantee a promotion, title change, compensation increase, or specific business outcome.
Clients commonly use the work to:
- Speak with more confidence and clarity in senior-level settings.
- Build a leadership identity that feels authentic and sustainable.
- Communicate ideas, needs, and recommendations more strategically.
- Navigate difficult conversations with more steadiness and skill.
- Delegate, set boundaries, and manage workload more effectively.
- Strengthen relationships with senior stakeholders, peers, and direct reports.
- Make their leadership impact visible in ways that support expanded opportunity.
- Lead teams with clearer expectations, feedback, accountability, and trust.
- Make thoughtful decisions about promotion, scope, new opportunities, or career direction.
- Develop practices that reduce reactive leadership and support long-term growth.
Frequently Asked Questions
No. This program is for experienced creative, media, and brand professionals who are ready to lead at a higher level—whether that means growing in their current role, preparing for a promotion, stepping into people management, or moving toward an executive position.
The Creative Executive Pivot is a 12-week engagement for someone navigating a career transition: a layoff, industry shift, job search, career plateau, return to work, or question about what role comes next.
The Creative Leadership Ascension is a six-month engagement for someone who wants to become more effective, influential, and visible in leadership—usually while they are in a current role, moving into a new role, or preparing for sustained next-level growth.
If you need support with one immediate moment—such as a promotion conversation, executive presentation, difficult feedback discussion, high-stakes interview, or career decision—the Next-Level Leadership Intensive may be the right place to begin.
No. Between-session support is designed for short, focused questions, preparation, and accountability. It does not include unlimited coaching, extensive document editing, emergency availability, or real-time responses. Set the exact communication channel and response time in your coaching agreement.
No. This is coaching. It is a collaborative partnership to support leadership insight, purposeful action, skill development, and accountability. It is not mental-health treatment, legal or financial advice, recruiting, job placement, or a guarantee of promotion or employment.
The flagship offer:
You do not need to become louder, harder, or less yourself to lead at the next level.
You need the clarity, language, influence, and leadership practices that allow your expertise to be recognized and felt.
A Note On Coaching
Coaching is a collaborative, confidential process designed to support reflection, clarity, skill development, and intentional action. It is not therapy, legal advice, financial advice, recruiting, placement, or a guarantee of promotion, employment, compensation, or any specific outcome. Results depend on many factors, including each client’s participation, choices, circumstances, and organizational context.
