Executive Coaching
Coaching from inside the work.
I coach senior operators in transition, founders past the first hire and before the first hundred, and rising executives who have just been told they are the candidate. I have led at scale and founded from zero. I know the difference between a leader who is stuck and a leader who is tired.
Who is this coaching for?
Three leaders, mostly. The senior operator in transition: a bigger mandate, a new chair, or the question of what comes after this one. The founder past the first hire: building the team before the first hundred, where every weakness you have becomes organizational. The newly named executive: someone just told them they are the candidate, and the gap between the title and the readiness is keeping them up at night. If you are reading this for someone you lead, the private intensive below is usually the right door.
How is this different from typical executive coaching?
Two ways. First, I still operate. I run a company, have worked with boards and executive teams, and carry a P&L, so the coaching comes from inside the work, not from a binder. Second, the method is mine. Most coaching is generic: assessments, goal sheets, accountability calls. Spiritcode works from frameworks I authored and use on myself, and it treats performance and alignment as one problem, not two. Leaders who only want a higher gear can get that anywhere. This is for leaders who want the higher gear without losing what made them worth following.
What happens in an engagement?
- CalibrationWe establish what success is actually for at this point in your life, where your self-read and reality diverge, and what the drive is currently costing you.
- The workYour live mandate and the hard calls in front of you, run through the relevant frameworks.
- Your operating systemThe practices, cadences, and counsel structure that survive after I am gone.
One-on-one engagements run three or six months, twice-monthly sessions, with a standing async channel between them.
The method: Spiritcode
My coaching runs on Spiritcode, a method I built across thirty years inside Fortune 100 programs and a parallel life most resumes never show. It treats you as a whole system, not a performance problem. The work is built from named frameworks, not borrowed exercises: the Calibration Gap, the Peer Vacuum, the Three Default Explanations, Where Is the Line, the Equilibrium Audit. If you want the deeper story behind the method, it has its own page: Spiritcode.
Formats
One-on-oneThree or six months, twice-monthly sessions, standing async channel.
Private executive intensiveTwo days, one leader, on-site or in a retreat setting. For a compressed transition or a decision that cannot wait three months.
How do we start?
Send the form below with enough context to understand the transition or decision in front of you. If the work and timing align, the next step is a short fit conversation before either of us commits.
Inquiry
Get in touch.
Tell me what you are growing into.
Last updated: July 2026.