Step into a bigger role and influence your way.
1:1 executive coaching for leaders who want to influence the bosses, peers, and teams they depend on for success — without becoming someone else to do it.
The bigger the role, the easier it is to stop acting like yourself
You just landed the biggest role of your career.
Exciting? Absolutely. Intimidating? A little. The learning curve is steep, and the expectations are higher. You'd rather get ahead of the growing pains than wait for the first round of hard feedback.
Six months in, and the feedback is, “We need more from you.”
You know exactly which meeting they meant. You had things to say, but you held back. Someone else commanded the room, and your silence got interpreted as having nothing to add.
You were promoted over people who knew you before.
Yesterday, peers. Today, direct reports. The title changed overnight, but the dynamics didn't. You want to establish authority without becoming weirdly formal, distant, or bossy.
“Jen is as perceptive as they come and somehow manages to unearth the hidden, scary places you need to grow into while being a total delight to work with.”
The pressure to prove you belong does weird things to your brain.
Some leaders get louder and start playing the Big Bad Boss. Others hold back when they should step forward. Others go chameleon, borrowing everyone else’s moves because they’re never quite convinced what comes naturally to them is enough.
None of it feels natural. And other people can tell.
There’s a difference between expanding your range to meet the moment and performing a version of leadership you don’t quite believe in.
You become more influential when you’re more yourself, not less, with a wider range.
You say more of what you really think, read what the room needs, and adjust your approach without losing your point of view.
Here's how it works
From proving yourself to influence that feels natural, in four phases.
01 Set your goals
Speak up earlier. Build trust with a new team. Stop replaying meetings afterward. Repair a relationship with your boss. We start by naming what you want to do differently, how you want others to experience you, and what success would look like. Then we score where things stand today so we have something to measure against.
02 Build your toolkit
We map the relationships that matter most and start building the tools you’ll use throughout coaching. You learn to notice what’s happening in you, what’s happening with the other person, and what’s happening in the room — so you have more choices in how you respond, even when the pressure is on.
03 Use it on real work
No hypothetical leadership exercises. We use what's already on your calendar. The tough feedback conversation. The big presentation. Managing up. Navigating resistance. Making an ask you've been putting off. We unpack what's happening, explore your options, and choose something to try. Then you put it to work and we learn from what happens.
04 Track what changed
We regularly revisit your goals and score them again. What feels easier? Which relationships have improved? Where are you still getting stuck? You'll see what's changing, what's working, and where to focus next. Not just hope coaching is making a difference.
Testimonials
About the founder
Hey, I’m Jen.
I got into executive leadership coaching because early on in my career, I learned the hard way that the pressure to prove you belong does weird things to your brain.
Some executives get louder and play the Big Bad Boss. Others hold back when they should step forward. Others go chameleon, borrowing everyone else’s moves.
I went chameleon.
At 23, I became a director responsible for 40 people, and I froze. I borrowed my GM’s anger. I borrowed a coworker’s wink, until someone asked, “Did you just wink at me?” It was so uncomfortable.
Enterprise software sales got me closer to “me”. To get anything done, I had to win over people far more tenured than me. That taught me to see who held the influence, hear the pushback, and find my own way of asking for what I wanted.
Then at Stanford GSB, I watched classmates turn stiff and cold the moment they played the boss, and I saw how universal this pressure is. Now I put all of it to work facilitating Interpersonal Dynamics there, the class everyone calls Touchy Feely.
Through all of it, I finally found my own voice and learned to stretch it.
That’s why I’m so passionate about this work. I believe you become more influential when you’re more yourself, with more ways to respond.
Together, we right-size your Inner Critic and find your Inner Radio, so you can turn rivals into allies and say what you really think in the rooms that matter. I’ve coached 100+ executives to do exactly that.
When I’m not coaching or facilitating a class, I’m on a sunny tennis court with friends, or hunting down the bite that makes me dance in my seat.
Frequently asked questions
Do I need to have a problem to work with a coach?
Not at all. Some clients come after a piece of hard feedback. Plenty come earlier because the role got bigger and they’d rather build the range now than wait for something to go sideways.
What actually happens in coaching?
We start with more structure: goals, key relationships, and a shared set of tools.
Then sessions increasingly revolve around whatever is happening in your actual work — the meeting, relationship, feedback, decision, or ask in front of you right now.
The foundation gives us a common language. Your real work gives us somewhere to use it.
I already have bosses and mentors I trust for advice. What would a coach add?
Those people are invaluable. But they also have their own perspectives, experiences, and sometimes a stake in what you decide.
Think of Inner Radio as a creative studio for your leadership. A place to step outside the day-to-day, play with new approaches, and experiment with ways to stretch your range.
You'll put those discoveries into practice, then come back to reflect on what happened and what you learned.
A mentor might tell you what worked for them. Coaching helps you discover what works for you.
How much time does this take?
Up to two 55-minute sessions a month. The practice happens in the meetings, conversations, and relationships already on your calendar. No extra homework for the sake of homework.
How will I know if it’s working?
We define what success looks like at the start and score where things stand today. Then we check in regularly.
Are you speaking up more? Are key relationships improving? Are situations that used to throw you off getting easier to navigate?
You'll have evidence of what's changing, not just a feeling that things are better.
What do I walk away with?
A clearer understanding of how you lead at your best, what tends to throw you off, and more ways to handle the moments that matter most.
You'll also build your personal Influence Playbook: a living collection of the insights, tools, and strategies you've tested in real situations. Something you can keep using long after coaching ends.
If my company is paying, is this still confidential?
Yes. The coaching conversation is yours.
If your company sponsors the work, we'll agree up front on goals and what progress, if any, will be shared. The substance of our sessions stays between us, subject to any legal or safety-related exceptions explained before coaching begins.