Career Inflection

Coaching for sales leaders at a crossroads: stay-or-go decisions, leadership narrative, interview and panel preparation, and building a sustainable career.

Sometimes the hardest leadership decision is your own next move. Perhaps your role has changed around you. Perhaps a restructure has shifted the ground, or you keep reaching the final panel without getting the offer. Or perhaps you’re succeeding on paper, and it’s costing more than it should.

These moments call for clarity about who you are as a leader, not just a better CV.

Sound familiar?

  • You’ve been handed a bigger role with no playbook and no pay rise.

  • You’re weighing whether to stay, or to treat your current role as a bridge to the next one.

  • You get strong interest early but lose at panel stage, and nobody tells you why.

  • Your CV describes what you’ve done, but not the pattern of problems you’re brought in to solve.

  • The role is paying well, but the late calls, the travel and the always-on availability are wearing you down.

The hidden cost of success

I spent years in JAPAC leadership roles with midnight calls, 5am starts and travel for half the year. If your success depends on damaging your health and family relationships, you haven’t built something successful. You’ve built something unsustainable. Sometimes the right move is a different role. Sometimes it’s the same role with different boundaries. Sometimes it’s a portfolio of advisory or fractional work. Coaching helps you choose deliberately rather than by default.

What we work on

  • Decision criteria. What you actually need from your next role, ranked, so you can judge opportunities against your criteria rather than title and pay.

  • Your leadership narrative. Built on specific, lived moments rather than leadership clichés, and carried consistently through your CV, LinkedIn profile and interviews.

  • Interview and panel preparation. Presentations, 90-day plans and case studies, with rehearsal and recorded playback.

  • Assessing fit. The questions to ask a hiring manager about pace, autonomy and expectations, including your availability boundaries, before you accept.

  • Sustainable pace. Auditing where your time goes and protecting what matters.

How coaching works

  1. Discovery. A conversation about where you are, what’s getting in the way, and whether we’re the right fit.

  2. A focused arc. Usually four to six sessions, designed around your real situations: the team, the conversation, the decision in front of you.

  3. Light pre-work. Short, specific preparation so session time goes on coaching, not catching up.

  4. One committed action. Every session ends with one thing you’ll do before the next, so progress shows up in how you lead.

Coaching is confidential and is led by Dan Bognar, a former senior sales executive at HubSpot, DocuSign and Salesforce who has led teams at every level described here.