LEAVE PLANNING FOR LEADERS
Prepare to step away without taking the whole organization with you.
An extended leave affects more than your calendar. It changes how decisions are made, how work moves, who holds key relationships, and what you will return to.
I help leaders prepare for leave and re-entry with clear priorities, practical tools, stronger boundaries, and a transition plan people can actually use.
Prefer to send a message? Contact me here.
Support for parental, medical, caregiving, and other extended leaves.
Leave planning is more than a handoff document.
A useful transition plan identifies what must continue, what can pause, where context or relationships need to transfer, and which decisions still belong to the organization.
It should also establish communication boundaries during leave and create a structure for reassessing priorities, authority, and responsibilities before you return.
The goal is not to document every detail of your job or make your absence invisible. It is to give the people carrying the work enough clarity to operate while making unresolved organizational decisions visible.
Your responsibility has limits.
You can clarify priorities, transfer context, prepare key relationships, and raise risks. Your organization remains responsible for staffing, capacity, resources, and business continuity.
CHOOSE THE LEVEL OF SUPPORT YOU NEED
Start with clarity. Add structure and support where you need it.
All three options apply the same continuity principles. The difference is how much of the planning we work through together and how much customized support you want as the transition unfolds.
You do not need to diagnose your situation perfectly before contacting me. If you are unsure, tell me what is happening and I will recommend the lightest level of support that will genuinely help.
-
Leave Transition Intensive
$499
Focused guidance for one immediate need
Best when you need expert direction around an upcoming leave, active transition, or return.
✓ 45-minute strategy session
✓ Clear recommendations and next steps
✓ One customized planning toolChoose this when you need clarity and something practical to use now.
-
Continuity Prep Sprint
$1,250
A structured plan for stepping away
Best when you want to clarify priorities, prepare key relationships, and communicate the transition effectively.
✓ 45-minute strategy session
✓ Customized Transition Map
✓ Communication and planning templates
✓ 30-minute follow-up sessionChoose this when you want a practical roadmap for your leave transition.
-
Continuity Prep Sprint PLUS
$1,950
A structured plan with ongoing support
Best when you want the complete planning process plus strategic guidance as decisions and conversations unfold.
✓ Everything in the Prep Sprint
✓ Customized interim structure+return tools
✓ 10 business days of Voxer access
✓ 30-minute follow-up sessionChoose this when you want support turning the plan into a workable transition for a stronger return.
Not sure which level fits?
Choose the Leave Transition Intensive if:
You have one immediate issue, are short on time, or want expert guidance before deciding whether you need a more complete plan.
Choose the Continuity Prep Sprint if:
Your leave is approaching and you want a structured roadmap, communication tools, and a follow-up conversation.
Choose the Continuity Prep Sprint PLUS if:
You want the complete preparation process plus access to work through evolving decisions and prepare intentionally for your return.
Still unsure? Tell me what is happening. I will help you determine whether one of these options fits, without trying to sell you three weeks of scaffolding for a one-hour problem.
Prefer to send a message. Contact me here.
CONTINUITY OVER COVERAGE
The Continuity Method™ for the leader taking leave
The Continuity Method™ looks beyond who will cover your tasks. It considers what the people carrying the work need before you step away and what you will need when you return.
For an individual leader, that means focusing on four practical outcomes:
Clarify what matters
Separate essential work from work that can pause, shift, or stop.
Prepare the people
Transfer the context, relationships, and decision guidance people need to operate.
Establish boundaries
Define communication and escalation expectations so leave can actually be leave.
Design the return
Plan how priorities, context, authority, and responsibilities will transition back.
You do not need the organization’s entire continuity plan sitting on your shoulders. You need clarity about your part in the transition and a way to make the remaining organizational decisions visible to the people responsible for them.
I understand the work because I have led it and lived it.
For more than 25 years, I have led marketing and sales teams through growth, restructures, leadership handoffs, employee leave, and high-pressure organizational change across Fortune 100, agency, B2B, B2C, and entrepreneurial environments.
I have also experienced leave and re-entry from the leader’s side. I know the tension between wanting to prepare people well and feeling responsible for preventing every possible disruption.
My role is to help you distinguish useful preparation from unnecessary over-functioning, then turn that clarity into tools and conversations you can use inside a real organization.
More About Katie
-
25+ years
Marketing & sales leadership
-
16 major transitions
Launches, restructures, leadership handoffs + employee leave
-
10%+ YoY growth
Revenue accountability as a sales leader
-
Teams of 3-15
Led across Fortune 100, B2B, B2C, agency & entrepreneurial environments
-
Fortune 100 experience
Marketing leadership in complex, fast-paced organizations
Questions Leaders Often Ask
-
Earlier gives you more room to resolve ownership, capacity, and communication questions, but you do not need a perfect timeline to begin. Support can still be useful when leave is close, already underway, or you are preparing to return.
-
No. These services can support parental, medical, caregiving, and other extended leaves. The planning is tailored to the transition, your role, and the workplace context.
-
I can help you identify questions and checklist items to address with HR, but I do not provide legal, medical, or benefits advice. My work focuses on leadership transition planning, communication, boundaries, continuity, and re-entry.
-
We can clarify what you can reasonably prepare, identify decisions the organization still needs to make, and help you communicate those gaps to the appropriate people. You are not expected to solve the organization’s entire operating model yourself.
-
Tell me where you are in the transition and what feels unresolved. I will recommend the smallest engagement that appropriately addresses the situation.
Step away with a plan you can trust.
You can prepare the people around you, make important expectations explicit, and establish boundaries without assuming responsibility for every organizational problem your absence may expose.
Tell me where you are in the transition, what feels unclear, and what kind of support you are considering.
Prefer to send a message. Contact me here.
Not sure which offer fits? You do not need to decide before reaching out.
