You’re putting off a conversation that needs to happen.
We’ll work out how to open it, say what you’ve observed, and listen to the person’s side without losing sight of what needs to change.
Executive coaching · Leadership support
Have the hard conversation. Keep the trust.
You’ve explained what needs to change, but the same issue keeps coming back. Maybe you’ve softened the feedback so much that the person missed the point. Or you’ve taken the work back because doing it yourself felt easier than having one more conversation.
I help leaders give honest feedback, set clear expectations, and follow through in a way that respects the person and gets the work back on track.
Talk with Jennifer about coaching
Recognize the pattern
What keeps landing back on your desk?
You’ve delegated the work, but you’re still the one making every decision.
We’ll clarify what your team owns, what they can decide on their own, and when they should come to you.
People agree in the meeting, then raise concerns in the hallway.
We’ll look at how you invite disagreement and respond when someone brings you a problem, so your team can raise concerns while there’s still time to act.
A place to start
Take the Empathetic Leadership Assessment
Reflect on how you create safety, show empathy, empower your team, and drive results. Your responses help you identify what’s working and where you might want to focus next.
Begin the assessmentA self-reflection tool, not a clinical or validated psychological test.
Bring the real situation
Bring the situation you’re dealing with right now
In one-on-one coaching, we’ll use a real conversation, decision, or team dynamic you’re facing. We’ll get specific about what you want to see change, practice what you’ll say or do, and agree on what you’ll look for afterward. Progress might mean hearing concerns earlier, seeing commitments met without repeated reminders, or having a team member make a decision you used to make for them.
A note from Jennifer
Care and candor belong together.
I was once told I was too nice for senior leadership. Nearly three decades of leading teams taught me that caring about people is one of the reasons to be direct with them. People deserve to know where they stand, what’s expected, and what support they can count on. That’s the kind of leadership I help you practice.
Your next step
What’s one thing you wish were going differently on your team?
Bring that to our first conversation. We’ll talk about what’s happening, what you’ve already tried, and what you’d want to see change.
Talk with Jennifer