For Organizations
Introduction
I support organizations by coaching employees through critical transitions so they stay engaged, lead more effectively, or exit well.
My work focuses on two main areas: coaching for “stuck” or underperforming employees who are disengaged or considering leaving, giving them a confidential space to clarify whether they can re‑engage or should plan a thoughtful transition out; and a Stepping Into Leadership program for newly promoted managers, first‑time team leads and high‑potential staff, helping them shift from strong individual contributors to credible people leaders with better delegation, feedback and decision‑making skills.
All programs are tailored to the organization’s context, delivered in English or Portuguese, and designed to reduce friction around difficult people situations while strengthening the internal leadership pipeline and protecting the employer brand.
Coaching for stuck or underperforming employees
This offer is designed for organizations who want to proactively support key people when something isn’t working, but don’t yet know whether the answer is re‑engagement or a respectful exit. I work 1:1 with employees in strategic roles who are disengaged, underperforming or “on the fence” about staying, changing roles or leaving, giving them a neutral, confidential space to understand what is really going on and what they want next. Together we explore fit (role, team, workload, leadership, life context), clarify personal drivers and non‑negotiables, and map realistic options: stay and redesign, move internally, or prepare a transition out. Over 4–6 sessions, we then turn that insight into either a concrete re‑engagement plan or an initial transition plan, so the employee leaves with clarity, ownership and a clear next step, and the organization gains visibility on “stuck” talent, calmer off‑boarding where needed, and an external, neutral partner to support difficult but necessary conversations
Coaching for people stepping into their leadership
This offer supports employees at the moment they step into bigger responsibility, so they can grow from strong individual contributors into credible, confident people leaders. It’s designed for newly promoted managers, team leads, and high‑potential staff whose scope has expanded and who now need to lead people, not just tasks. In confidential 1:1 sessions, we clarify their leadership identity and expectations in your context, build core skills like delegation, feedback, difficult conversations and stakeholder management, and work on creating clarity and psychological safety so their teams perform better with them, not despite them. Along the way we address impostor syndrome, visibility and managing former peers, and co‑design simple leadership routines – 1:1s, team rhythms, decision habits and boundaries – that protect their energy and are sustainable in real life. The result is faster ramp‑up for new leaders, more engaged and trusting teams, and a stronger internal leadership pipeline with fewer costly missteps.