This program is for women in leadership roles and high performing individual contributors who are ready for their next era. You may have a team. You may have colleagues, collaborators, and clients. Either way you lead — and you're at the point where leading more intentionally matters more than leading harder.

You're here because exceptional isn't enough anymore. Intentional is what's next.

Yes. Influence isn’t a function of headcount.

You don’t need direct reports to be leading. You may be leading a project, driving an initiative, managing stakeholders, working across functions, or trying to move decisions forward with people who have absolutely no obligation to do what you say.

In some ways, that’s the harder version of leadership. You don’t have authority to fall back on. Your effectiveness depends on how you think, how you communicate, how you build alignment, and how you influence the people around you.

That’s exactly what we work on.

Leadership doesn't happen in isolation — and neither does the best leadership development. The Next Era Leader is built around the power of community because being in a room with other senior women navigating similar challenges is part of the work itself.

In 1:1 coaching the focus is entirely on you. In a cohort you get something different — the opportunity to be coached live, to witness other women being coached on challenges you recognize, and to see situations from perspectives you wouldn't encounter on your own. Some of the most powerful shifts happen not when you're in the hot seat but when you're watching someone else navigate something that mirrors your own experience.

You get Jill's guidance and a carefully selected peer group of women operating at your level. That combination, expert coaching plus real community, is what makes this different.

Yes...and...it depends on your participation. This program is built to work, and it works when you show up and bring the real situation to the table instead of the tidy version. If you don't do the thinking work, nothing changes. That's true of any coaching or mentoring program and I'd rather say it up front than let you find out in week eight. If someone stops participating, I'll have a direct conversation with her about whether this is still the right room.

Each session is 75 minutes, live on Zoom.

We’ll spend the first part on the week’s topic, but this isn’t a lecture where you sit quietly and take notes. We take the concept and immediately apply it to what’s actually happening in your work.

That means you have to bring your drama to the table.

The conversation you’re dreading. The person you can’t seem to get through to. The decision you keep circling. The situation you’d rather present as already handled. That’s the material we work with.

Because the same leadership strategy won’t look exactly the same for everyone. We’ll work through how you apply it based on your role, your personality, your strengths, and the reality of your organization.

And the following week, we’ll look at what happened when you tried it 'in the wild.' What worked? What didn’t? What surprised you? What needs adjusting?

You’re not just learning leadership concepts. You’re practicing them on your actual leadership, in real time.

No. There’s no homework in the traditional sense.

You’ll have weekly field work, but it’s not another assignment to complete or something you can fall behind on. It’s a way of practicing what we’re working on inside your actual workday.

If we’re working on strategic thinking, for example, you might leave with one question to carry into your week. If we’re working on delegation, you might pay attention to where you automatically step in and take something over.

You’re already at capacity. The last thing I want to do is give you another list of things to complete and then make you feel behind when you don’t get to them.

Everything that matters happens in the sessions. The field work is simply where you start using it in real life.

Yes. And I’m very intentional about how I hold the room.

We set clear ground rules from day one, and they’re reinforced in the program terms. What’s shared in the room stays in the room. We watch how we speak to and about each other. We come from different industries, roles, backgrounds, and experiences, and that makes the conversation better.

I’m the coach, and it’s my responsibility to hold that standard. You’ll also have a way to give me feedback directly at any point.

That doesn’t mean you’ll always be comfortable. Sometimes the work requires saying the thing you haven’t wanted to say out loud or hearing a perspective you hadn’t considered. But you should always feel respected and able to be honest about what’s really going on.

And some of the best moments happen when I turn to another woman and say, “You went through something like this last year. Tell her what you did.” 

Because when you explain something to someone else, you learn it again. It embeds. The woman sharing her experience remembers, “Oh, right. I figured this out once too.” That builds resilience and confidence in her own ability to handle what comes next.

The woman listening gets the benefit of someone else’s experience and realizes she’s not the only one who has faced something like this.

And everyone in the room learns from both of them.

Direct, warm, and practical. You’ll always know where you stand with me.

I’ll listen carefully, ask the questions that get us to what’s really going on, and give you honest feedback. I’m not going to tell you what you want to hear just so the conversation feels good. If I see a pattern, a blind spot, or something getting in your way, I’m going to tell you. Kindly, but clearly.

There’s plenty of room for the human side of this work, too. Careers and leadership can get messy, frustrating, and emotional. We don’t need to pretend otherwise.

But I’m not here to carry your backpack. My job is to help you figure out what belongs in it, what needs to come out, and what you’re ready to do next. You’ll leave our conversations with greater clarity, a point of view, and something you can actually act on.

You’ll get both, deliberately.

Sometimes you need someone to ask the right questions so you can think through a decision, see what you’re missing, and get to your own answer.

Other times, you don’t need another question. You need someone with experience to say, “Here’s what I see. Here’s what I’d do. Here’s what I think you should consider.”

I do both.

I’m not going to make you spend 30 minutes figuring out something I can tell you in five. And I’m also not going to give you an answer when what you really need is to strengthen your own thinking and decision-making.

The point isn’t to make you dependent on me. It’s to make you better at leading, deciding, and handling what comes next.

I bring both sides of the table: 25 years of executive experience and 19 years of training and certification in coaching, mindset, and positive psychology.

That combination matters.

I know the frameworks, the psychology, and how to coach someone through a difficult decision. But I also know what it feels like to sit through a reorg wondering whether your role is being eliminated, or whether surviving it means absorbing two more people’s workloads. I know what it’s like to lead through uncertainty, manage competing priorities, deal with difficult personalities, make high-stakes decisions, and still be expected to perform.

I’ve lived inside the environments my clients are navigating.

So when you tell me what’s happening, I’m not looking at it only through a coaching lens. I’m looking at the business, the politics, the people, your leadership, and what your next move needs to be.

And I take that responsibility seriously. Good coaching shouldn’t leave you stirred up with no idea what to do at 9 a.m. the next morning. You should leave with greater clarity about what’s happening, what matters, and what you’re going to do about it.

Then you’re in the right place.

I became SHRM-certified specifically because so many leadership and career challenges eventually run straight into HR. Reorganizations. Performance issues. Difficult managers. Terminations. Accommodations. Employee conflict. The conversation you know you need to have but aren’t quite sure how to have it.

If you’re the leader, I’ll help you think through what you’re saying, how you’re handling the situation, and where you may need to slow down and bring HR or legal counsel into the conversation.

If you’re the one being managed badly, I’ll help you get clear on what’s happening, what you want, what to document, and exactly how to approach the conversation.

I’m not your attorney, and I don’t replace your HR team. But I understand how the system works, how people experience it, and how to navigate it thoughtfully.

Because the process matters. But so does the human being standing in the middle of it.

The weekly session is 75 minutes. That's the primary commitment. Between sessions there's a group Voxer channel where you can engage with the cohort and access Jill's weekly office hours. Occasionally there will be thinking work or a short assignment between sessions — if you do it you'll move faster, if your week doesn't allow for it the main work happens in the session. No guilt. No pressure. Just show up.

The September 22nd, 2026 cohort meets for 75 minutes every Tuesday at 12:00 PM - 1:15 PM ET 

Every session is recorded and posted so you never miss the content. That said this is a live coaching experience and the group dynamic is part of what makes it work — the more you show up live the more you get out of it.

Life and work happen in the wild. That's why between sessions you have access to the group Voxer channel which is always on. Voxer is for near real time support when something comes up between sessions.

Recording access is available for three months after the program ends — so you can revisit the work long after the twelve weeks are over

Answer a few questions and schedule a call to meet with Jill. That call is a chance for both of you to make sure this is the right program at the right time. Spots are limited to six to eight women per cohort so enrollment are accepted on a rolling basis. The sooner you apply the better.

If you're asking the question you're probably closer to ready than you think. The women who thrive in this program aren't the ones who had everything figured out before they applied. They're the ones who showed up willing to do the thinking, engage with the group, and trust the process.

That said, apply and have the conversation with Jill. That's what the call is for. You'll know by the end of it whether this is the right moment.