Leadership coach for founders and leaders in the middle of change
As technology does more of the doing, leadership becomes the work.
Most leaders are being asked the technology question first.
What should we do with AI?
Which tools? How fast?
Those are real questions. But I keep meeting leaders who are answering them while something else sits unexamined underneath. A team that's busy but not aligned. A decision nobody wants to own. An assumption from five years ago that still runs the place. Their own sense that the role has changed and they haven't quite caught up.
That's usually where the work is.
I help you see it, name it, and choose.
You already know more than you think. You're just too close to it. My job is to help you see what's actually happening, put words to the thing that's been in the way, and get clear enough to make a different choice.
01
See
what's actually happening
02
Name
what's really in the way
03
Clarify
what matters now
04
Choose
where to put your energy
05
Act
then learn from it
Ways to work with me
Founders, executives and senior leaders
Leadership coaching
A thinking partner for the decisions you can't take to your team.
Explore coaching →Women working out what they want to build next
Unlock & Amplify
A small group for figuring out what your value actually is, and what to do with it.
Learn about the program →Founders and executive teams
Leadership teams
When the strategy is sound but something between the people isn't.
See how it works →Which human capabilities are we about to outsource without noticing?
Judgement. Curiosity. The willingness to sit in a hard conversation. These are the things leaders will need more of as AI takes on more analysis and production, and they're also the easiest to let slide.
Humanise maps what humans, organisations and technology are each good at, so you can decide on purpose what to protect, what to build and what to hand over.
I'm Jane Peacock. I've been an artist, an advertising creative, a strategy consultant and a CEO. I led a turnaround through a generational succession at Mont Marte. What I learnt is that the hard part of change is almost never the technology. It's the people, and the things nobody is saying.
More about me →Something not quite working, and you can't put your finger on it?
That's a good place to start. A first conversation is 30 minutes, no pitch.