For women in wealth management who are still the one who does it all

Start by noticing every time you take something back because you're faster. That speed got you promoted, and now it's holding you there. We pick one thing to hand off each week, agree what "good enough" looks like, and build the habit of coaching your people instead of rescuing them. Leading feels slower at first. It isn't.

Yes. We build the case the way your leadership thinks: what you're already responsible for, the results you've delivered, and what the formal role is worth to the business. Then we practice the conversation, including the pushback. You walk in with a clear ask and numbers, not a hope that someone notices.

Sometimes, and that's welcome. In employer-funded coaching, we start with a three-way conversation to agree your goals with your leader, so they know exactly what they're investing in. If they want a short call with me before saying yes, I'm happy to do it. My guide also shows you how to ask.

Respect what they know, then give them a reason to come with you. Long-tenured colleagues usually resist change they weren't part of. We map who matters, what each person cares about, and the one conversation to have first. Influence is mostly preparation and patience, and a bit of courage in the room.

Decide what's yours to carry, because integration will happily take everything. We set a short list of priorities for the next quarter, decide what your team owns, and protect the time you need to think. Your people take their cue from you, so a calmer you means a calmer team.

Yes. I coach women leaders in wealth management and financial services across the United States, Ireland and the UK. Sessions are remote, so time zones and travel aren't a problem. I'm Irish and based in Atlanta, so I'm used to working across both sides of the Atlantic.

Write it the way they decide. The problem, what you've already tried, what you're asking for, and what it returns to the business. We keep it short, use the numbers you already have, and practice the meeting. You walk in with a proposal, not a hope that someone will fund a feeling.

That speed is why they trust you, and it's why you're still doing the work. We pick one task to hand off, agree what done looks like, and let your person finish it even if you'd have been quicker. You coach the gap instead of taking it back. One handoff a week changes the job.

Many firms will, and the way in is a clear goal, not a long pitch. With employer funding we start with a three-way conversation so you and your leader agree what success looks like. There's a midpoint review, and a close-out on goals, themes and next steps only. What you say in session stays with you.

Your manager hears the frame, not the diary. At the start we agree goals together. At the midpoint and the close, they hear themes and next steps. They do not hear what you said in the room. Confidentiality is agreed in writing at the start, so nobody is guessing.

If spreading the cost across the year would help the budget, say so on your 20-Minute Capacity Call. We'll talk through what your firm needs, and I put the investment in writing once we know it's a fit. There's no price on this page, and nothing is agreed until you are.

Your clients and your team need different things from you, and you can't keep doing both the old way. We look at what still needs your name on it, and what your people can carry if you let them. Then we practice the conversations that make you the leader in the room, not the one who stays late to fix the work.