Transform Your Teams, Transform Your Company

Reboot occupies a distinctive position that few boutique firms can match. We go below what is surface, beyond the generic, and we focus on the underlying, often unconscious, mental models that when tackled ensure sustained change and transformation for the leaders, the team, and the organization.

Depth of methodology. The integration of radical self-inquiry with practical leadership development produces change that lasts, because it addresses the root system rather than pruning the branches.

Coach quality and culture. We are a team of practitioners who share a philosophy, who supervise each other’s work, and who hold a commitment to the inner dimensions of leadership that is rare in the industry.

Credibility across the arc. Reboot has worked with companies from seed to IPO to Fortune 100. We understand the specific pressures of each stage and can work with leaders who are navigating transitions between them.

What SMBs and Pre-IPO Companies Actually Need

Growth-stage and pre-IPO companies have distinctive coaching needs that differ from both early-stage startups and mature enterprises:

The CEO is scaling out of the founder role and needs to shift from operator to organizational leader—often while managing a board for the first time, building an executive team from scratch, and navigating existential strategic decisions.

The leadership team is newly assembled and hasn’t yet built the trust, communication patterns, and decision-making rhythms required for high performance. Co-founder dynamics may be strained.

Middle management is emerging as the company moves from flat to hierarchical, and these new managers have no leadership development infrastructure to draw on.

Culture is at an inflection point. The informal culture that carried the company to 50 people won’t carry it to 200. Someone needs to make it intentional.

These needs map naturally to a multi-layered engagement: deep 1:1 coaching for the CEO and key executives, team coaching for the leadership group, broader access through office hours or group formats for emerging leaders, and 360 reviews as the diagnostic backbone.

Pricing

Engagement-based pricing sets up the coaching container for serious work, because behavioral change requires sustained commitment over time.

How we define success.

Team coaching is not a workshop or an event. It is a focused body of work that changes how a leadership team operates, decides, and delivers together. By the end of our work together, you can expect tangible change in five areas.

1. A team with a clear, shared mandate

• Aligned at the top. The team and those it reports to agree on why the team exists, what it owns, and what success looks like — no quiet disagreement about the mission.
• Clear goals and roles. Purpose is translated into specific, measurable objectives, with clarity on who is accountable for what.
• Dynamic Goal Structure. When things change the team can quickly reflect it.

2. A team that works and performs well

• Meetings that produce decisions and energy. Time together drives alignment and real choices, and members leave more focused than when they arrived.
• Shared accountability. Responsibility is held collectively, not left to the leader alone. Members hold one another to commitments.

3. Stronger relationships beyond the team

• Connected to those who matter. The team builds and maintains strong relationships with the customers, staff, partners, and stakeholders it depends on.
• Looking outward and ahead. The team stays alert to how its environment is changing, rather than focusing only on itself.

4. A team that keeps improving on its own

• Self-sustaining. The team takes on the habits of reflection and feedback for itself, so progress continues well after the engagement ends — without depending on an outside coach.
• Honest, real-time feedback. Members give one another support and challenge in the moment, and invest in each other’s growth.

5. Results you can measure

• Tied to outcomes, not just feelings. Success is judged by the value created for the business and its stakeholders — performance against goals, stakeholder confidence, and follow-through — not only by how the team feels about itself.
• Reviewed over time. We agree on success criteria at the outset, track progress against them, and revisit the value created several months on.

We define expected outcomes with you before we begin, in plain terms tied to your goals — so we share a clear picture of what good looks like and can hold the work accountable to it.

The following program designs build on radical self-inquiry, the integration of operational excellence with inner work, and deep experience across the startup-to-IPO arc. Our programs are responsive to the needs of the group in real-time.

Our close-out stage ensures self-sustainment, the work is now embodied, the team is transformed. We leave the team equipped with the confidence and skills to continue that growth journey into the future.

The Foundation tier addresses the most common entry point: a CEO who knows they need coaching and recognizes that their top lieutenants do too. The 360 grounds the work in real data. The midpoint team session creates a shared experience and begins building the leadership team’s capacity for honest conversation.

The Alignment tier is where Reboot’s signature work comes alive at the team level. Monthly team coaching sessions create a regular container for the kind of honest, beneath-the-surface work Reboot is known for. The two offsites bookend the engagement—the first surfaces the real dynamics, the second integrates the growth. Office hours extend the coaching culture beyond the leadership team without requiring full engagements for every manager.

The Transformation tier is a true organizational partnership. It embeds Reboot inside the company for the better part of a year, touching every layer of leadership. The peer coaching circles and open-door hours create the infrastructure for a coaching culture that outlasts the engagement. The three offsites provide the ritual and rhythm that scaling companies desperately need but rarely build for themselves.

Custom scoping for every engagement. The tiers above are starting frameworks, not rigid packages. Every team engagement begins with a scoping conversation and a custom proposal. The ranges above exist to anchor the conversation and set expectations, not to constrain the design. Pricing depends on the size of the leadership teams and what attention the situation demands to produce the desired outcomes.

Phase I — Discovery.

• Framing conversations with [ stakeholders ]
• 1:1 interviews with [ other stakeholders ] and [stakeholders]
• Observation of a live ELT meeting, and a written report of findings delivered first to [ CEO ] and then to the full ELT.
• 1:1 coaching with [ CEO ] begins early in this phase and runs alongside the diagnostic work.

Phase II — Core Engagement.

• Designed from Phase I findings. Likely to include a facilitated ELT offsite (leadership styles, decision-making norms, meeting architecture, the quarterly priorities mechanism)
• 1:1 coaching for 2–4 ELT members, optional paired coaching for key dyads, and targeted operating-system support.
• Next-tier leadership development may be scoped and sequenced after ELT work has begun — not in parallel.

Phase III — Sustaining the Work.

• Team-owned practices the ELT runs without us: quarterly team-on-team reflection, after-action reviews, a peer feedback rhythm.
• Reboot remains available through monthly office hours, dedicated 1:1 coaching, or periodic offsite facilitation — chosen based on what fits at the time.

See our Impact with Organizations:

See our Impact with Employees and Managers:

Our learning and development modules lay the foundation for healthy team dynamics by teaching the conditions that support high-performing teams, adapting leadership styles to drive development and empower others, and adding practical tools to the leader’s toolkit.

The material is shaped to fit client needs and covers essential leadership topics, such as:

Office Hours extend the coaching impact beyond the C-suite. These are scheduled, recurring time blocks (e.g., the first Thursday of each month, 10am–12pm) where any leader in the organization can sign up for a 30-minute coaching conversation with a Reboot coach. No formal engagement required. No long-term commitment from the individual. Just a direct experience of what Reboot coaching feels like.

What Gets Discussed
Anything the leader is navigating: a difficult conversation they need to have, a team dynamic they’re struggling with, a personal pattern they’re noticing, a decision they’re stuck on. The coach doesn’t need context from prior sessions—each conversation stands alone, though patterns across conversations inform the organizational picture.

Strategic Value
Office Hours extend the coaching culture deeper into the organization, reaching directors and senior managers who wouldn’t otherwise have access to coaching. They generate organizational intelligence as themes and patterns emerge across conversations that help inform the understanding of the organization.