How we worked
A practical way to make work suck less
Bring the decision you keep putting off, the conversation you keep rehearsing, or the feeling that something needs to change. We’ll work out what’s happening and choose something useful to try next.
If you need to talk to your manager, we might work on the words. If you’re thinking about leaving, we might separate what you dislike about this job from what you want in the next one.
People didn’t need to arrive knowing which problem to solve. The first session was a free hour to talk it through and see whether working together felt useful.
What the process looks like
Step 1
We talk through the actual problem
Tell me what’s been happening and what you’d like to be different. We’ll sort through the details together. You might arrive with a clear goal, or leave with a better sense of which problem needs your attention.
Step 2
We make a plan that fits your life
We’ll choose something you can try: draft the email, practice the conversation, look into a different role. The next step should fit the time and energy you actually have.
Step 3
We see what happens and adjust
Try the next step. If we meet again, we’ll look at what happened: what helped, what surprised you, and what still needs work. The plan can change as you learn more.
An example: working through a manager problem
Maybe your one-on-ones leave you guessing, or every new request arrives without anything coming off your plate. Bring one example and tell me what you’ve already tried. We can work out what you need, draft or practice the request, and decide how you’ll tell whether anything has improved.
If you’ve already asked and nothing changed, we can look at your options: another conversation, support elsewhere in the company, or a move. I can help you weigh those choices; I can’t promise how your manager will respond.
What that looked like for Erin
Erin wanted more responsibility but wasn’t sure how to ask without sounding accusatory. We worked on an email to her supervisor. Her supervisor was receptive, and she took on a larger project that she says improved her day-to-day experience at work.
Read Erin’s story →A first session was a free 60-minute video call. People left with a draft, a conversation to try, or a clearer decision about where to put their energy.
A good fit looks like
- ✓You know something needs to change, even if the shape of that change is still fuzzy.
- ✓You want help deciding what to do and how to do it.
- ✓You are willing to try things between sessions and learn from what happens.
- ✓You want support from someone who has actually worked inside organizations and managed people.
What I can and can’t help with
- →The decisions stay yours. I can help you think them through, but I won’t choose your life for you.
- →I can help with a job search, but I’m not a recruiter or placement service and can’t promise a job offer.
- →Coaching is not clinical mental health care. If that’s the support you need, a qualified mental health professional is the right person to talk to.
If people weren’t sure whether coaching was the right tool, the free first session was where we sorted that out. I told them honestly when something else would serve them better.
How long did people work with me?
We kept going while it was useful. Some people wanted help with one decision, some wanted support through a transition, and some wanted a place to think things through every few weeks.
The messy version was fine.
Nobody had to turn what was bothering them into a polished explanation. They started with what they knew, and we worked from there.