Coaching for someone on your team
Help them grow into the job.
The job has got bigger around them. Coaching gives them somewhere to work out how, in confidence.
Six years at Google. Two at Amazon. CPO of a listed company. ICF-accredited coach.
Everyone likes them.
The team likes them. You like them. The work still isn’t landing, and you’ve spent a month deciding what to do about it.
The senior hire who hasn’t settled.
They were great somewhere else. Here, it’s harder than either of you expected, and neither of you is saying so.
Promoted for being great at the work.
They were brilliant at the job. Now the job is the team, and they’re still doing the old one.
The feedback you haven’t given.
You’ve held it back to be kind. It’s building up, and one day it’ll come out all at once.
Product and engineering pulling apart.
Your product managers and engineers want different things, and both sides bring it to you.
A performance plan on the table.
They’re on a performance improvement plan, or about to be. You want them to have a real chance to turn it round, with someone in their corner who isn’t there to judge them.
Every month this carries on costs your time, your team’s patience, and a little of their confidence.
What it looks like when it works
They’ve grown into the job, and you’ve stopped checking their work.
The senior hire is doing what you hired them for.
The feedback’s been given, and the relationship is better for it.
Product and engineering sort it out between them, without you.
You have a leader you can rely on, and your time back.
They come off the performance plan stronger than they went on.
How it works
Individual and confidential by default, so the person being coached can be honest.
1
A Clarity Call, with you.
20 minutes, free and confidential: is coaching the right help for them, and is now the right time?
2
A Strategy Session, with them.
Free. A real coaching session for the person you have in mind, so they can see what coaching is like and decide whether they want it. You’re welcome to join if you’d like. Coaching only works when the person wants it.
3
We decide together.
The three of us agree whether and how to work together: the goals in a few written lines, and a short proposal for your company to approve. Then sessions every week or two, over a few months.
If you’d like to stay closer to it, we add short three-way check-ins, where they tell you how it’s going and the two of you agree next steps.
If you want to share something with your report before they speak to me, you could send them this page: “Coaching for you, as a leader”. Here’s a line to send with it:
I thought this might help: Richard coaches leaders as their jobs get bigger. It’s confidential, and you decide whether it’s for you. richardrussell.co/coaching/me
What they work on
People usually start with questions like these:
How do I get on top of a bigger job, fast?
How do I lead people who used to be my peers?
How do I get my team to take on more?
How do I hand work over, and have it stay handed over?
How do I get a decision out of a meeting of twelve people?
How do I choose, when everything’s a priority?
From defending his team to partnering his peers
A Series C VP Product whose job was at risk stopped defending his team against the CEO, partnered his peers, and became one of the strongest leaders there.
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From functional leader to CTO
A Series C VP Engineering stopped opting out of everything beyond engineering, got engineering and marketing building strategy together, and rose to CTO.
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From carrying the decision alone to driving it company-wide
A Series A Director of Product Management narrowed a sprawling strategy to one clear focus, and drove the decision with the whole company instead of carrying it alone.
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Who you'll be working with
You’ll work with me, every session. I don’t hand clients to associates.
I spent six years at Google, then two at Amazon, where I led a 100-person organisation, and I was CPO of a listed company. Since then I’ve worked with over 200 leaders, and I’m ICF-accredited.
If I’m not the right coach for someone, I’ll say so, and point you to someone who is.
What it costs
The price depends on what we agree: the goals, how often we meet, and for how long. After the Strategy Session, you get a short proposal with the price, before anyone commits.
Extras, if they help
We can start with 360 feedback or a strengths profile, and repeat the 360 at the end so everyone can see what’s changed.
And you?
Sometimes the change that helps most is in how the team is led.
If you’d like to lead your team better, or the job has grown around you too, there’s coaching for that.
It’s entirely your choice. Coaching for you, as a leader →
Know someone this would help?
Here’s a line you can send them:
Richard coaches leaders worth investing in, so they can grow into bigger jobs. It’s confidential, the person being coached decides, and the first call is free.
Here's the page: https://richardrussell.co/coaching/my-team
If you invest in a founder, or sit on their board, send them the line above, or introduce us.
Next steps
Start with a free, 20-minute Clarity Call. Confidential, and no preparation needed.
Frequently asked questions
Will you tell me what's said in the sessions?
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Can HR, or someone else, be involved?
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Will you assess them, or tell me whether to keep them?
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Can you coach someone on a performance improvement plan?
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What if they don't want coaching?
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How is it set up, and who pays?
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Not quite what you're looking for?
The whole leadership team needs to agree something?
Running the company yourself?