Apply

Five minutes. Three short sections.

You'll have a clear next step before you close the tab. If we're a fit, you'll see how to start. If your situation needs a conversation first, that's a 30-minute call with me, at no cost.

  1. 1 Where you are
  2. 2 What's happening
  3. 3 Your next step
Act 1 Where you are

Got it. Now let's look at what's actually breaking.

Act 2 What's happening

Pick the things that match. At least two.

That's what I needed. Last part. A few quick commitments, so we both know the four weeks will land.

Act 3 Whether we're a fit

Five minutes. You'll have an answer before you close the tab.

Before you apply

What this isn't, and who it isn't for

What if my situation is more urgent than four weeks?

Then we accelerate. The four week structure assumes a normal redlining VP who's busy but not in crisis. If you're three weeks from a board review you can't survive, the same work compresses, with sessions twice a week and a Week 1 that focuses entirely on the most exposed deliverable. Same artifacts, same outcomes, denser timeline. We talk about it on the application call.

What if my CEO is part of the problem?

Common, and not a disqualifier. Most often this is a CEO who's a founder, not an operator, and doesn't know how to manage a first time VP. Sometimes it's a strong operator CEO who's giving you wrong advice on this specific thing. Same shape, different mechanism, same answer: the reset doesn't fix your CEO. It builds the operating structure around you that lets you be effective regardless of what your CEO is or isn't doing, and it gives you the artifacts (scorecard, accountability statement, decision rights document) that change the quality of the conversation you're having with them. CEO behavior often shifts as a consequence. That's a side effect, not the goal.

What if I've already done coaching and it didn't help?

Likely because coaching wasn't what you needed. Coaching solves behavioral problems and confidence problems. The Private Role Reset solves a structural problem. If the diagnosis on Page 1 felt like the first time someone described what's actually breaking in your week, that's why previous coaching didn't move the needle. We're working on different things.

What if I'm not at a B2B or SaaS company?

The work is portable. The mechanic (decision rights that didn't rebuild, escalation paths that didn't change, calendars that defend output instead of direction) shows up in agencies, professional services, regulated industries, ops heavy roles, founder led private companies, anywhere a senior operator gets promoted into an executive seat. The artifacts adapt to your context. Two industries where this work is harder: very early stage startups where the structure literally hasn't been built yet, and traditional manufacturing where the role architecture is different. We'd talk about it on the application call.