Coaching from inside the work.

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.

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, sit in board rooms, 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?

Three movements. First, calibration: we 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. Second, the work: your live mandate, the hard calls in front of you, run through the relevant frameworks. Third, your operating system: the 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.

Formats

One-on-one. Three or six months, twice-monthly sessions, standing async channel.

Private executive intensive. Two days, one leader, on-site or in a retreat setting. For a compressed transition or a decision that cannot wait three months.

The Spiritcode cohort. A six-month small-group program for four to eight senior leaders: monthly group session, monthly one-on-one, and a peer council between. Built as the structural answer to the Peer Vacuum. Admission is by application. The next cohort is forming; the form below is the door.

What does it cost?

Engagements are scoped on a call, not from a price list. One-on-one work is sold as a three-month or six-month package, the intensive as a fixed two-day fee, and the cohort per seat. If the fit is right, the number will not be the surprise; if the fit is wrong, no number works. Start with the form.

How do we start?

You send the form below. If it looks like a fit, we hold a twenty-minute call within the week, then one forty-five-minute working session so you can experience the method before either of us commits. A one-page proposal follows within three business days. Most engagements start inside thirty days of the first call.