CEO / OPERATING PARTNERÂ INDIVIDUAL COACHING
The CEOs who get full value from their CHRO don't find a different person.
They build the architecture the person needs to perform at the altitude the role requires.
Most of that architecture isn't in place when a CHRO starts.
The mandate was assumed, not designed.
The CEO relationship formed on instinct, not agreement.
The gap between what you need from this role and what your CHRO understands you need is almost always wider than either side realizes.
You can close it.
When you do, the return on the investment you've already made looks very different.
$25,000
SIX MONTHS — CEO AND CHRO INDIVIDUAL COACHING
ONE HOUR
EVERY OTHER WEEK
STRUCTURED AROUND WHAT IS ACTUALLY HAPPENING IN YOUR ORGANIZATION.
ASYNCHRONOUS
ACCESS
FOR THE MOMENTS BETWEEN SESSIONS THAT CAN'T WAIT.
LIVE 360
FEEDBACK SESSION
WITH YOU AND SEVEN OTHER STAKEHOLDERS AT THE 3-MONTH MARK.
SIX MONTHS IS WHERE IT STARTS
MOSTÂ ENGAGEMENTS CONTINUE.
WHAT CHANGES
THE MANDATE, EXPLICIT. You know what you need from this role. Your CHRO has assumptions about what you need. The gap between those two pictures is where the performance problem lives. We close it with a mandate that's documented, agreed upon, and held.
THE 360, SHARED. At the three-month mark, a live session with you and seven other stakeholders, selected deliberately. The gap between how the CHRO sees their contribution and how the senior team experiences it becomes visible to both sides at once.
THE CEO RELATIONSHIP, DESIGNED. Your CHRO's altitude in the organization is determined largely by how you use them. We build that dynamic deliberately — so your CHRO shapes decisions in real time, not after they're made.
THE BOARD RELATIONSHIP, DELIBERATE. Every board touchpoint prepared. Narrative, positioning, executive presence — developed inside the sessions. Your CHRO walks into every board meeting knowing what the room needs to leave believing.
THE IDENTITY SHIFT. The point at which your CHRO stops being asked HR questions and starts being asked business questions. Structural, not behavioral.
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WHAT WOULD IT MEAN FOR YOUR NEXT BOARD MEETING IF YOUR CHRO WALKED IN WITH A TALENT NARRATIVE YOU HAD ALREADY ENDORSED — AND THE BOARD KNEW IT?
YOU MIGHT BE THINKING
"I HIRED THIS PERSON. THIS SHOULDN'T REQUIRE ADDITIONAL INVESTMENT."
The mandate design, CEO relationship structure, and altitude alignment that determine whether a CHRO succeeds at enterprise level are almost never in place at the start of a tenure, for anyone.
The organizations where the CHRO performs at enterprise altitude built that architecture deliberately.
This engagement is how you build it.
"MY CHRO SHOULD BE ABLE TO FIGURE THIS OUT ON THEIR OWN."
The CHROs who figure it out on their own take a long time to do it and leave significant value unrealized in the interim.
The ones who have the architecture built deliberately are in the room shaping strategy inside the first quarter.
WOULD IT BE A PROBLEM TO SPEND 30 MINUTES GETTING AÂ CLEAR READ ON WHERE THE ALTITUDE GAP IS AND WHAT IT'S COSTING?
You already know the altitude gap is costing the business.
You already know the mandate needs to be designed, not assumed.
We take four individual coaching clients at a time.
If the timing aligns, the first conversation is a diagnosis, not a pitch.
EXTENSION AND FIT
At six months, you, your CHRO, and Jackson evaluate together whether to continue. Both sides confirm the fit and agree on what the next phase is designed to accomplish. The engagement extends in six-month increments. Most clients do.
For CHROs investing in their own advancement independently, a reduced rate is available for the first six months. Reach out to discuss.
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ADD-ON: DEDICATED DEEP-WORK DAYS
Available as needed within the engagement.
Virtual: $3,000 per day.
On-site: $5,000 plus reasonable travel expenses.
