Frequently Asked Questions

I help experienced executives translate their operational expertise into language that makes sense to boards, fractional clients, and advisory roles. This isn't resume writing or job placement—it's strategic positioning work. We figure out what your last 20+ years actually mean to someone who wasn't there, and how to say that in a way that opens doors.

The Fractional Launch Program is for executives who want to transition into fractional COO, CFO, or executive roles with startups and growth-stage companies. You get your positioning strategy, portfolio materials, networking framework, LinkedIn templates, and a customized roadmap, plus 4+ hours of 1:1 coaching and email support between sessions.

The Board-Ready Accelerator is focused specifically on board and advisory positions. In addition to positioning strategy and portfolio materials, you get a Signature Board Value Matrix, private equity and board member introductions, support with NACD Directorship certification if needed, 6+ hours of 1:1 coaching, and email support.

Both programs include what I call your "UnRetirement Narrative"—the through-line that makes your experience legible to people who've never sat in your seat.

Most clients complete their program within 8-12 weeks, but the timeline is flexible based on your schedule and needs. Sessions are scheduled by mutual agreement. Unused sessions expire 90 days from your first session, though we can discuss extensions if circumstances require it.

Book a free 15-minute clarity session first. We'll talk about where you are, what you're trying to do next, and which path makes the most sense. No pressure, no sales pitch—just an honest conversation about whether this work is right for you.

Schedule your free clarity session →

Two-part payment: 50% non-refundable deposit when you book, remaining 50% due before your third session

Payment is processed through Setmore when you schedule your first appointment.

All fees are non-refundable once you've signed the agreement and booked your first session. Here's why: when you enroll, I reserve dedicated time and resources specifically for you. I turn down other potential clients to make space for your work.

That said, I'm committed to your success and satisfaction. If you have concerns at any point, I expect you to tell me directly. We'll work together to adjust the approach, modify session formats, or change the focus to better meet your needs. The goal is to make this work—not to take your money and disappear.

Yes. You can cancel or reschedule with at least 24 hours' notice. Cancellations with less than 24 hours' notice count as a completed session (because that time was blocked for you and can't be filled on short notice).

No, and you should be skeptical of anyone who does.

I don't place people. I'm not a recruiter or a headhunter. What I do is help you understand and articulate why your experience matters to the people you want to work with. Clarity is what makes you selectable—but actually getting selected depends on timing, fit, network, and a dozen other variables I can't control.

What I can tell you: clients who do this work leave with a much clearer sense of their value proposition, better positioning materials, and a roadmap for moving forward. Many land roles within 6-12 months. Some take longer. A few decide they want something completely different after gaining clarity. All of that counts as success in my book.

This is an important distinction. Services like Boardsi operate on a subscription model—you pay a monthly fee (typically $195/month after a setup fee) to stay in their matching platform. As long as you're paying, you have access. Stop paying, and your profile disappears.

I don't work that way. You pay once for a specific body of work, and when we're done, you own everything—your narrative, your materials, your strategy. There's no ongoing subscription. No monthly fees. No pressure to stay enrolled while you're actively searching.

Most board placement services either charge companies to fill seats (executive search firms) or charge candidates a recurring fee to access a matching platform (like Boardsi). Neither model does the foundational work of helping you understand and articulate your strategic value.

Search firms are great—if you're already in their network and they have an open role that fits. But they're working for the company, not for you. Subscription platforms give you access but rarely provide strategic guidance on positioning. You're on your own to figure out how to stand out.

I do the work that comes before any of that: helping you build a compelling case for why you belong in the room, so that when opportunities arise—through any channel—you're ready.

It's the framework I've developed over two decades of watching which executives successfully transition to boards and advisory roles—and which ones don't.

The core insight: operational expertise doesn't automatically translate into governance language. You can run a $100M P&L, but if you can't articulate how that experience applies to oversight, risk management, and strategic guidance, it's invisible to board members.

The methodology has three parts:

1. Strategic Audit: We inventory your career for governance-relevant competencies (not just titles or achievements)
2. Translation Work: We map your operational experience to board-level value in areas like risk, growth, compliance, technology, talent, M&A, etc.
3. Narrative Architecture: We build a coherent story that makes your expertise legible to people who've never worked in your industry or function

It's not magic. It's pattern recognition applied systematically to your career.

It's built from studying what actually works, not from theory. I've coached more than 25 executives, interviewed sitting board directors, talked to founders about why they choose one advisor over another, and tracked the career arcs of executives who successfully made the jump.

The methodology itself is continuously refined based on what I learn from each client engagement and from staying current with governance research, SEC trends, and behavioral economics.

This is one of the most common concerns I hear, and it's a legitimate one. Boards don't want someone who stopped learning five years ago. But they also don't want someone who throws around buzzwords like "generative AI transformation" without understanding what they actually mean.

Here's the truth: you don't need to become a data scientist or learn to code. What you need is strategic fluency—the ability to ask the right questions about how emerging technologies affect risk, operations, talent, and competitive positioning.

I help clients develop this fluency in several ways:

Current Governance Trends: I stay current with SEC guidance, emerging regulations (like EU AI Act implications for US companies), NACD research, and board composition trends. Part of our work together involves translating your deep operational experience through the lens of current governance priorities—not 2015 priorities.

Digital Positioning Skills: Most executives your age underestimate how much boards and fractional clients use LinkedIn to vet candidates. We work on strategic LinkedIn positioning (not "personal branding"—I hate that term). This includes how to engage meaningfully with industry trends, when to share insights, and how to signal you're still intellectually active without looking like you're trying too hard.

Continuous Learning Framework: I'll recommend specific resources—podcasts, newsletters, reports—that keep you current without overwhelming you. The goal isn't to know everything. It's to know enough to ask informed questions and spot when someone's selling snake oil.

Generational Translation: Boards increasingly want executives who can work across generations—from Boomer founders to Gen Z employees. We discuss how to position your experience as wisdom without sounding out of touch, and how to demonstrate you understand workforce expectations have changed.

The executives who stay relevant aren't the ones who pretend to be 35. They're the ones who bring decades of pattern recognition AND show they understand today's context. That combination is rare and valuable—but only if you can articulate it.

Everything we discuss in our sessions is confidential. Period. I don't share your information, your career plans, or anything about your situation with anyone unless legally required to do so.

If you're currently employed and exploring what comes next, that stays between us. If you're concerned about a specific competitive situation or sensitive transition, we'll discuss how to handle it carefully.

I follow the International Coaching Federation (ICF) Code of Ethics, which includes standards around confidentiality, conflicts of interest, professional conduct, and honest representation of services. This means:

• I maintain confidentiality unless you give explicit permission to share or I'm legally required to disclose
• I disclose any potential conflicts of interest upfront
• I accurately represent what I do and don't do (I don't guarantee outcomes I can't control)
• I refer you elsewhere if your needs fall outside my expertise
• I'm committed to ongoing professional development and staying current in the field

Tell me directly. I'd rather know immediately if something isn't working than have you suffer through sessions that aren't valuable.

If you have concerns, here's what I expect: communicate them in writing, work with me to find a solution, and give me a reasonable chance to adjust the approach or provide alternatives. I'm not perfect, but I'm responsive and committed to making this work.

Both of us have a responsibility to work in good faith toward a resolution. That might mean changing session formats, adjusting the coaching focus, or rescheduling to better fit your needs.

All sessions are conducted online via Google Meet. You can be anywhere, we can share screens, and you have your materials in front of you.

Email support is included in both programs. I typically respond within 24-48 hours on business days. If something urgent comes up, let me know in the subject line.

Yes. As long as we can find a mutually workable time for video sessions, geography doesn't matter.

Absolutely. Many of my clients are currently employed and exploring what comes next. We'll discuss how to handle your positioning work discreetly, including how to use LinkedIn strategically without broadcasting your plans.

Book a free 15-minute clarity session. We'll talk about where you are and whether this approach makes sense for you. No obligation, no pressure.

That's fine. Download the free UnRetirement Roadmap to get a sense of the process, or sign up for book launch updates to stay in touch. When you're ready, I'm here.

Due to confidentiality (many clients are in sensitive transitions), I don't provide references without their explicit permission. What I can do: share anonymized examples of positioning work during our initial clarity session, so you can see what the output looks like.

Email me directly or schedule a time to talk. I'm happy to answer any questions you have about the process, the methodology, or whether this work is right for you.