“My leaders need to grow into the next stage.”
Coaching for the people carrying your system into its next stage.
One leader, one standing session a month, working the decisions actually in front of them. Six months to build the standards, the accountability and the hard conversations a growing system now requires of them.
- Format
- Monthly, per leader
- Commitment
- 6-month engagement
- Includes
- A written focus at month three
The job changed faster than the person in it
The operator who opened the first five locations built them by being everywhere: on site, in the weeds, deciding everything personally. At fifty locations that stops working, and nobody hands over a manual for what replaces it. The marketing lead who ran one store's local page is now setting the calendar for twenty, expected to set standards other people follow rather than do the work themselves.
Franchisees and GMs miss a plan, and the leader holding them to it usually has no formal authority to make them comply — only the plan, the relationship and the conversation. Those conversations do not improve on their own, and neither does the judgment behind the decisions that now land on that leader's desk every week.
Signals we hear most
- The person who built the culture at five locations cannot be everywhere at fifty, and the standards are starting to drift location to location.
- A marketing lead who ran one store's local page now sets the calendar for twenty, and nobody taught them how to do that job.
- A franchisee or GM misses the plan, and the leader holding them to it has no formal authority to make them comply — only the plan and the relationship.
- The founder still reaches for what worked at five locations, and it stops working somewhere past thirty.
- The same conversation about the same underperforming manager gets postponed, again, this week.
- Decisions that used to take a phone call now sit on someone's desk for a week because nobody owns the call anymore.
What a leader actually gets
- Deliverable 01
A standing session, monthly
One seat, one leader, on the calendar every month for the length of the engagement, not scheduled around whenever there is time.
- Deliverable 02
Work on this week's actual decision
Each session starts with what is actually on their desk that week: the franchisee off-plan, the hire they are avoiding, the budget call nobody else will make.
- Deliverable 03
A written development focus, reviewed at month three
Set in the first month, written down, and checked against what actually happened at the midpoint, then adjusted if the job has moved, not filed and forgotten.
- Deliverable 04
Practice on the conversation they are avoiding
The underperforming GM, the franchisee who needs to hear it directly, the manager overdue for a hard conversation: rehearsed before it happens, not debriefed after.
How it runs
The full method →- 1–2 weeksDiscoveryProblem definition, impact analysis, current-state assessment, stakeholder map.
- 2–3 weeksSolution designSolution architecture, implementation roadmap, resourcing, risk and mitigation.
- Scoped to the workImplementationDeployment plan, adoption and training, performance monitoring, success measures.
How we price it
A fixed monthly rate per leader, quoted after a twenty-minute call once we know how many leaders are in scope and what each one is carrying. No hourly billing, no annual lock-in — the engagement runs six months, and either side decides in the open whether it continues.
Questions operators actually ask
- Who is this coaching for?
- Operators and marketing leads inside a franchise system or multi-location business, usually five to a hundred locations, who were promoted for what they did and now have to lead people doing it instead. It is built for the person managing managers, not managing locations directly anymore, and feeling the gap between the two.
- How is this different from business consulting?
- Consulting works on the plan, the spend or the org chart. This works on the person running it: the decisions they are making, the standards they are setting, and the conversations they keep avoiding. It runs alongside consulting work rather than replacing it.
- How often are sessions, and what is the format?
- One standing session a month, per leader, held for the full six months rather than booked whenever there is time. When a specific conversation needs to happen before the next session — a franchisee off-plan, an overdue hire — we work it in rather than wait.
- Does this run alongside a Growth Sprint or Fractional CMO engagement?
- Yes. Those engagements fix the plan and the spend; this works on the leader who has to run it day to day, and it is built to run underneath either one rather than instead of it.
- Why six months, and what happens at the end?
- A change in how someone leads does not show up in one conversation. It shows up in how they handle the fifth franchisee who pushes back, not the first. Six months gives the written focus set at the start enough real decisions to test against, with a checkpoint at month three. At the end, we either continue in the open or we do not; there is no automatic renewal.
- What does it cost?
- A fixed monthly rate per leader, quoted after a twenty-minute call once we know how many leaders are involved and what each one is carrying. No hourly billing and no annual lock-in — the six-month term is the whole commitment.
Tell us what is going on.
Five questions, two minutes. You get a written read on your situation before anyone talks about scope or price.