CHROÂ INDIVIDUAL COACHING
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You've been in the seat for a while now. The function is running. The CEO likes you. And you can feel, quietly and persistently, that the altitude you expected to reach isn't quite there yet.
There's a reason the CHROs who close that gap don't do it by getting better at HR. What they figure out, usually later than they'd have liked, is that the gap was never about HR.
You weren't hired to run HR. You were hired to be the person the CEO relies on to see around corners on talent. The function is the starting point. The altitude the role requires sits above it, and most of the architecture that determines whether you get there was built before you arrived.
Every month the gap stays open, the CEO is building a picture of what this role is. The mandate forms on its own if it isn't designed deliberately. The longer it sets, the harder it is to redefine.
$25,000
SIX MONTHS — MOST OFTEN COMPANY-SPONSORED
ONE HOUR EVERY WEEK
STRUCTURED AROUND WHAT IS ACTUALLY HAPPENING IN YOUR ORGANIZATION.
ASYNC ACCESS
FOR THE MOMENTS BETWEEN SESSIONS THAT CAN'T WAIT.
LIVE 360 FEEDBACK
SESSION WITH YOUR CEO AND SEVEN OTHER STAKEHOLDERS AT THE 3-MONTH MARK.
SIX MONTHS IS WHERE IT STARTS
MOST CLIENTS CONTINUE. THE WORK EXPANDS AS THE MANDATE DOES.
WHAT CHANGES
THE MANDATE, DEFINED. The altitude the role requires becomes explicit and agreed upon by both sides. You know what you're being measured against. The CEO knows what they're measuring. That clarity changes the dynamic of every conversation at the executive level.
THE BOARD RELATIONSHIP, DELIBERATE. Every board touchpoint prepared in advance. Narrative, positioning, executive presence — developed inside your sessions. You walk in knowing what the room needs to leave believing.
THE C-SUITE RELATIONSHIPS, REDESIGNED. Your peers learned to route decisions around HR. We build a strategy to change that, with a sequence and a timeline.
THE IDENTITY SHIFT. The point at which the CEO stops routing decisions around you and starts routing them through you. Structural, not behavioral.
THE AI AGENDA, OWNED. The HR function either leads the AI transition inside your organization or gets defined by the people who do. We build the roadmap and the business case for you to own it.
THE 360
MONTH THREE
WHAT WOULD IT MEAN FOR YOUR CEO RELATIONSHIP IF BOTH SIDES WERE LOOKING
AT THE SAME EXPLICIT PICTURE OF WHERE YOUR ALTITUDE STANDS?
AT THE THREE-MONTH MARK,
WE CONDUCT A LIVE 360 SESSION.
YOUR CEO AND SEVEN OTHER STAKEHOLDERS,
SELECTED BY YOU AND ME TOGETHER BEFORE THE SESSION.
ALTITUDE IS NOT SELF-ASSESSED. THE GAP BETWEEN WHAT YOU BELIEVE YOU'RE CONTRIBUTING AND WHAT THE SENIOR TEAM BELIEVES THEY'RE RECEIVING IS ALMOST ALWAYS WIDER THAN EITHER SIDE WOULD PREDICT. THIS SESSION MAKES IT VISIBLE AND SHARED.
YOU MIGHT BE THINKING
"OUR COMPANY ALREADY
HAS COACHING RESOURCES."
General executive coaches develop better leaders. This develops better CHROs. Board dynamics, mandate negotiation, and CEO relationship structure require someone who has sat in the seat. Every Talent Sherpa coach has. Several came through Jackson's own organizations.
If your internal resources have held a CHRO role, use them. If they haven't, the specificity is the difference.
"I'M NOT SURE
THE TIMING IS RIGHT."
The mandate is forming whether the timing feels right or not.
Every month it runs without deliberate design, the picture becomes harder to redraw.
WOULD IT BE A PROBLEM TO SPEND 30 MINUTES GETTING AN HONEST READ ON WHERE THE ALTITUDE GAP IS?
You already know the altitude gap is real. You already know it isn't a capability problem.
And you already know the mandate is forming with or without your input.
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 CEO if company-sponsored, 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, 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.
