Overview
You lead with steadier authority under pressure, and your managers get clearer direction, cleaner accountability, and fewer avoidant conversations that keep work stuck.
I’ll help you lead in a way that shows up in your next one-to-ones, meetings, and hard conversations. You’ll leave with clear leadership moves, fewer slow-running meetings, and managers who stop second-guessing. If you’d like to go ahead, the next step is a short intake call.
I start by getting specific about what “better leadership” has to look like in your week, then I test it against what key stakeholders are experiencing. From there we turn the themes into a simple plan, and each session ends with fieldwork to run in your real meetings and conversations, not homework that stays on paper.
Who you are working with
I’m Hannah McKinnon, a leadership coach. I do this work for people who have to lead through change, hold standards, and keep relationships intact while the work still ships. Most of my clients come in right after a restructure, a promotion, or a shift in expectations from the board or owner.
I keep coaching practical on purpose. I’ll ask you for real examples from your week, I’ll help you choose one or two moves to practise, and I’ll bring you back to what happened when you tried them. If HR is funding the work, I keep the boundaries clean so you can speak freely and still show progress.
Recent projects
Here are a few leadership coaching engagements that show the kind of shifts I help leaders make in real workplaces.
Portfolio
New GM transition coaching. A newly appointed GM needed to reset expectations with inherited managers after a restructure. We tightened meeting decisions, clarified non-negotiables, and rebuilt one-to-one rhythms so issues surfaced early instead of landing as blow-ups.
Difficult conversations coaching. A head of department was avoiding performance conversations because they kept escalating. We scripted openings, practised staying on the issue, and built a follow-up pattern so agreements turned into changed behaviour within weeks.
Senior team facilitation. A senior team had long meetings that ended with vague actions and private disagreement. I facilitated workshops to name the decisions that were stuck, assign owners, and agree on how to challenge in the room instead of after.
“Meetings got shorter, and I stopped avoiding the conversations I needed to lead.”
General manager, a multi-site operation
How this works week to week
You and I meet on a steady rhythm, usually every one to two weeks. Each session starts with what happened since last time, then we work one live leadership challenge through to a plan you can use immediately.
1. Intake and goals First session We’ll set the outcomes you need to see at work, in plain terms you can measure, like faster decisions in meetings or cleaner follow-through from managers. I’ll ask for a few current situations so we can choose where to start and what “better by Tuesday” looks like. 2. Stakeholder themes Early weeks If it fits the brief, I’ll speak with a small set of stakeholders you choose and pull the themes together. You’ll see where your intent and their experience are lining up, and where mixed messages or missing decisions are creating drift. 3. Coaching with fieldwork Each session We’ll work on one or two leadership moves that match what you are walking into next, like a one-to-one you’ve been putting off or a meeting that keeps running long. You’ll leave with a short fieldwork task to run, and we’ll review what happened in the next session. 4. Progress and next 90 Every 4-6 weeks We’ll look at what is changing in your meetings, your one-to-ones, and the way decisions land. Then we’ll reset the plan for the next stretch, including what to keep practising, what to raise with your boss, and what you can stop doing because it is not working.
Fees
Most leaders start with the middle option so there’s enough runway for goals, stakeholder themes, fieldwork, and a first progress review. Prices are per month.
Priced items
Next steps
If you’re ready to lock in leadership coaching, here’s how we’ll start and when you’ll be booked.
1. Sign this proposal to confirm the coaching you want to start. 2. I’ll send the first invoice at the start of the first period, payable within 7 days. 3. We’ll book your intake call and your first two sessions.
Signature
Fee summary
Payment
I invoice at the start of each month of leadership coaching. Each invoice is payable within 7 days of its date. There’s nothing to pay up front beyond the first month when we begin.
What you’ll need to do. Between sessions, you’ll complete the fieldwork we agree in the session, bring real examples from your week, and block time for one practice conversation or meeting reset.
Stakeholder input. If we’re doing stakeholder themes, you’ll confirm who I can speak to and make the introductions. I’ll share a themes summary with you, not a transcript or named comments.
Confidentiality and HR. If HR is paying, the content of sessions stays confidential. If you want updates shared, we’ll agree in writing what gets shared, with who, and how often, before I send anything.
Changes to the work
If the scope changes, I’ll confirm the change in writing before I do the extra work. The price only changes once you’ve approved it, so there are no surprises in the invoice.
Session changes. If you need to move a session, tell me as soon as you can and I’ll offer the next available times. Missed sessions can’t be credited if I don’t have a chance to rebook the slot.
Pausing and ending. You can pause or finish leadership coaching at the end of a paid month. If you want to stop mid-month, the month already invoiced is still payable and sessions can be used within 60 days.
Notes and ownership. Any worksheets, plans, and written summaries I create for you are yours to use inside your role. I don’t share your material with anyone else unless you ask me to in writing.
