Coaching · First 90 Days
Land the new role. Don't just survive it.
You've stepped into a bigger job, and everyone is watching how you start. Ninety days of structured coaching with Ashley or Doug turns that window into a deliberate build: a clear read of what you've inherited, the right relationships early, and a plan your boss can see.
$4,550 + HST · across your first 90 days · or three monthly payments
30 minutes · a clear recommendation · no pitch
This is for you if…
You start a bigger role, or just did
A promotion, a new organization, or both at once. The job is now a different kind of work, and the first impressions are being formed this month.
You've inherited someone else's decisions
A team, a mandate and a history you didn't choose. You need to read the situation properly before you change it, and you need to be seen to act.
The urgent is already crowding out the important
Your calendar belongs to other people. The relationships, the operating rhythm and the team you'll need are waiting for time you don't have.
What you get
An intake and six coaching sessions across your first 90 days, about one every two weeks. Each comes with short pre-work and ends with a tool you use in the role that week.
- Week 1 · Reading the situation. A diagnosis of what you've inherited and the right pace for it. Your 30-60-90 day plan starts here.
- Weeks 2–4 · Stakeholder strategy. Who matters, what they need from you, and a plan to build those relationships before you need them.
- Around day 30 · Your operating system. Your calendar, meetings, information flow and decision rights, redesigned for the role you're in now.
- Days 45–60 · Your team system. A one-on-one rhythm, clear delegation and escalation, and a plan for the team you inherited.
- Days 60–75 · The work that's yours. Either becoming the face of the function (your narrative, and a steady voice when the stakes are high) or reshaping the team and structure. We pick together.
- Day 90 · Review and forward plan. What's working, what isn't, and the plan for the next quarter, ready to share with your boss.
Built on Michael Watkins' First 90 Days framework, shaped by real senior transitions. Virtual on Microsoft Teams.
What changes
Without a plan
- Doing the old job while the new one waits
- Reading the room by guesswork
- Building relationships only when you need them
- A calendar run by other people's priorities
- Day 90 arrives and nobody can say what changed
With the program
- A clear read of what you inherited, and the pace to match it
- A stakeholder plan working before you need it
- A week designed for the role you're actually in
- A team that knows what you expect of them
- A 90-day review and forward plan your boss can see
Your investment
$4,550 + HST
- Intake, and your 30-60-90 day plan in week one
- Six coaching sessions across your first 90 days
- The First 90 Days toolkit: situation diagnosis, stakeholder strategy, operating-system and team tools, and the 90-day review
- A short written summary after each session
Pay in full, or in three monthly payments. We can invoice your employer directly.
Our promise: if your first session doesn't deliver what you hoped for, tell us and we'll refund the rest of your program. How it works
Built from a real transition
Recent example
A newly appointed vice-president, stepping into a senior team with far more tenure than his own and a major external review in his first weeks. Session by session we worked through the situation he'd inherited, his stakeholders, the way his week ran, and the team. This program is that work, made repeatable.
“I feel on top of everything now and the plan has really come together over our conversations. You've really helped me put a structure to what felt like a bit of an overwhelming and chaotic shift to my new role. I'd really like to continue to have your support as I move into the next phase of my growth.”
Vice President, National Aviation Company · coached by Doug
Choose your coach
Same program, two lenses. Not sure? Book either, and we'll tell you honestly who fits.
Ashley Chase, PCC
Through emotional intelligence and leadership: how you show up under pressure, how you build trust with a team that didn't choose you, and how you hold your ground without losing people.
Doug Girvin
Through business, structure and strategy: the mandate, the operating model, the decisions in your first quarter, and the conversations with the people above you.
Questions leaders ask
Can my employer pay?
Often, yes. Many organizations fund transition coaching for new leaders. We can invoice your employer directly, and we'll send you a one-page summary to share with your manager or HR.
Is it confidential?
Yes. What you discuss stays between you and your coach. If your employer is paying, they hear only what you agree to share, usually that sessions are happening and on track.
When should I start?
Ideally a week or two before day one, so the diagnosis is done before the calendar fills up. If you're already a month or two in, we start where you are.
How are sessions held?
Virtually on Microsoft Teams, about every two weeks, scheduled around your calendar.
Start before day one if you can.
Book a 30-minute conversation. You'll leave with a clear recommendation, or we'll tell you honestly if coaching isn't the right move yet.
Prefer email? [email protected]