For new sales managers

You got the team.
Now what.

90 days of 1:1 coaching for sales managers in the first 18 months in role. Stop hiding in your spreadsheets, your one-on-ones, and your reps' deals. Lead the team you actually have.

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iPEC Certified

Former BDR manager

90 days, 1:1, async between sessions

30-day money-back guarantee

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The Shift

What changes the day you get the title.

Being a manager is not a bigger version of being a top rep. It is a different job. The old reflexes work against you. The new ones nobody trained you for.

Closing your own deals

Forecasting other people's

Hitting your number

Owning the team's number

Being the best rep in the room

Making everyone in the room better

Following a playbook

Writing the one your team runs

Where new managers break

Three patterns I see in almost every first session.

If two of these are familiar, you're in the window. If all three are, you've been in it longer than you want to admit.

You stopped owning your calendar.

The invites landed in week one and you said yes to all of them. Three weeks in, your week is built by other people, and the work that's actually on your scorecard is what gets sacrificed.

You're avoiding the hard conversation.

You can see the pipeline softening. You noticed the energy shift in last week's one-on-one. You haven't said anything yet, because saying something means having a conversation you've never had from this side of the table.

You're the hero of every story.

A rep has a blocker, you jump on the call. Marketing missed a deadline, you build the asset yourself. Every hour you spend doing someone else's job is an hour you aren't building the team, the systems, and the clarity only you can build.

82_%

of the time, companies pick the wrong person for management. Most new managers are doing a job they were never set up for. The pattern is structural, not personal.Gallup, State of the American Manager

The Foundation, in 90 days

Three months. Three cycles. One real change you can point at.

Month 01 / Diagnose

Find the leaks in your week.

We map the calendar, the team, the boss, and the deals. What is burning you out. What is hiding in your inbox. The conversations you have been avoiding for longer than you want to admit.

Calendar audit and territory map
Stakeholder read on your VP, reps, peers
The honest list of what's actually getting dropped

Month 02 / Install

Build the operating system.

One-on-ones that develop reps and lift the forecast. Pipeline inspection that doesn't take the deal over. A feedback muscle that holds up under a soft quarter. The mechanics you wish your last manager had.

One-on-one cadence and template
Forecast and commit-conversation rep
The hard-conversation script you'll actually use

Month 03 / Integrate

Run it without me.

You're working the new system live, against a real quarter. I pressure-test, you adjust. By the end, the habits are yours, the Foundation document is written, and the next manager you become is one you actually chose.

Live coaching on the real quarter you're in
Executive presence and cross-functional pull
Your written Foundation, yours to keep

About Jared

I was a BDR manager who didn't know the rules had changed.

Day one I had reps looking to me for answers I didn't have. I started small. Tiny, actionable things my team could test inside a week, while I learned the terrain. The sweeping changes came later, after my feet were on the ground. Most new managers I coach are sitting in some version of the same moment.

The Foundation is built for that window. Before the bad habits set. While the job is still being shaped.

iPEC Certified Coach (CPC) Certified Meditation Coach, LIBERATE by Sura Flow Former BDR Manager Writer, Groundwork

By day 90, you have

Not theory. A system you can run on a Tuesday.

Coaching that doesn't show up in your quarter is coaching that didn't work. Here is what the work produces, in the language of the job you actually do.

A one-on-one your reps don't dread.

Structured, coaching-led, and short enough that nobody is hiding from it. The forecast conversation belongs somewhere else and you know where.

A forecast you can defend to your VP.

Best case, commit, worst case, with the deal-level inspection that backs each number. No padding. No surprises in the QBR.

A feedback muscle that holds under pressure.

Direct, specific, respectful, on time. The hard conversation you used to put off for a week, you have on Tuesday afternoon.

A calendar that belongs to you again.

Block-out time you defend without flinching. Meetings you canceled. A weekly rhythm that survives a bad quarter and a busy month.

Executive presence that doesn't perform.

Showing up in QBRs, exec syncs, and deal reviews like a peer, not a senior rep with a new title. Trust that builds toward the next role on its own.

The written Foundation, yours to keep.

Who you are as a leader. Where you're going. The mindset that holds it all together. One document, built with you, kept by you.

The Framework

The Foundation, three pillars wide.

Presence

Showing up in the one-on-one, the skip-level, the exec sync. Listening to what your rep actually said, not what you wanted them to say. Being in the room you're in.

Performance

Forecast accuracy. Coaching to the deal. Building the team's number, not just defending your own. The discipline that turns a quarter into a habit.

Integrity

You're a partner, a parent, a leader, a person. The job is intense. The work is sustainable when you build it into a life that holds, instead of one that buckles every March and September.

Investment

$2,400 for 90 days.

Less than one missed quarter, paid for by the person it changes. Most clients pay out of pocket. The companies that promote you into a manager role rarely fund the development that makes you a good one.

The Foundation, 1:1

^$2,400

One-time, 90 days of 1:1 coaching. Or $800/mo × 3 months. No interest.

At least six 60-minute 1:1 sessions, paced across 90 days
Async support between sessions, text, voice memo, or email, same business-day reply
Your written Foundation document, built with you and yours to keep
Reading and practice tailored to what's in your way
A Day 45 midpoint recalibration, written up for you

30-day money-back guarantee

Book a research call

Common questions

Things sales leaders ask before they book.

My company won't pay for this. Should I still do it? +

Most of my clients pay out of pocket. The companies that promote you into a manager role rarely fund the development that makes you a good one. If you want this to be your career, the investment is yours to make. Payment plans are available, and if the investment would meaningfully strain your household, the Vibe Check is a free place to start.

I'm a player-coach. I still carry a number. Does this still fit? +

Yes. Most first-line managers I work with are player-coaches for at least the first year. The work shifts to making the player-coach split sustainable, so neither side resents the other.

How is this different from sales training or a SaaS leadership program? +

Training teaches you a method. Coaching helps you become the kind of leader who can use any method. We'll work on you, not just your tactics. The MEDDPICC and the Force Management of it all are great. They don't replace the work of becoming a manager people actually want to work for.

I've been a manager for two years. Am I past the window? +

No. The first 18 months is when most patterns get set, and most of them get set by accident. Two years in is a great time to look at what's working, what's a habit you didn't choose, and what the next twelve months need to look like.

I want to be promoted to director or second-line. Will this get me there? +

Coaching doesn't promote you. Your VP does. What coaching does is help you become someone your VP wants to bet on, with a track record that makes the bet easy. That's the only path I know that holds.

What if it turns out I don't want to manage and want to go back to IC? +

That's a real, valid outcome. I'd rather you choose IC than burn out pretending you love management. We'll get you to the answer either way, and to a way to have the conversation with your leadership.

What does the first call look like? +

Thirty minutes. No pitch deck. You tell me where you are and what's getting in the way. I tell you whether this is the right fit and the right timing. If it isn't, I'll point you to what is.

You got the team.Now what.