Mind
Regulate the nervous system
For HR and benefits leaders
Nobody leaves it at the door.
A divorce. A family falling apart. Someone at work who will not stop. It walks in the door with them every morning, and it shows up in the work.
- Sits alongside your EAP
- Confidential by design
- 20 sessions a month
01Where this sits
You are not replacing your EAP. You are enhancing it.
An EAP is an umbrella. Prepaid legal sits under it, so does the fitness benefit, so does short term counselling. This is one more service under the same umbrella.
Already under your umbrella
- Short term counselling
- Prepaid legal
- Insurance and wellbeing discounts
- A referral list
What Conflict into Clarity adds
- High conflict divorce and custody
- Family dysfunction and manipulation
- A colleague or leader who will not stop
- Job, family and personal anxiety
Everyone else gives you a hug and tells you it will be okay. What I do is give you a strategy.
02Conflict into Clarity
Three foundations, because talking it out is not enough.
In a session he goes through what is stressing you, your nutrition, your triggers, and how you attach to people under pressure. High conflict drains all three, and communication skills alone do not fix that.
Consistency matters more than perfection.
Educational only. Not medical, nutritional or mental health advice. Anything clinical is referred out.
03How the work runs
You do not have to control the other person to change the outcome.
You have to understand the dynamic, control your response, and develop a strategy. That is the whole method, and it runs in three steps.
Emotionally stable employees are productive employees.
04The limits, up front
He is not a therapist and not an attorney. That is the point.
The limits are set before the first session. HR gets enough to justify the line item and nothing that identifies a person.
What HR receives, and what stays in the room
Sessions are not recorded and no notes are kept. Employees book directly, never through a manager. All of it is written into both agreements before sessions start.
Jimmy Petrick, founder, East Shore Coaching
05Who you will be working with
Forty years in business, then the conflict work.
Jimmy Petrick spent four decades in business development, leadership, employee development and negotiation, across multiple industries and cultures. Building teams, spotting potential, moving people into bigger jobs.
That career taught him what happens when business, relationships, personalities and power collide. He trained as a high-conflict negotiation coach and founded East Shore Coaching to work on exactly that. He is deliberately not licensed, because a licence would tie him to one state and he has coached clients as far away as the UK.
- 40+ years in business development and leadership
- Certified in high conflict negotiation
- Deliberately unlicensed, so he can coach in any state
- Divorce, mediation, partnerships, workplace conflict
- One-on-one, virtual, never a group
06What his clients say
Real clients. Names withheld, on purpose.
You've really helped me understand how to manage my emotions and set healthy boundaries so that her actions no longer trigger me. She has no more leverage on me.
I appreciate Jimmy's knowledge and excellent advice which helped me ease my nerves but also gave me the clarity and leverage that I needed to navigate mediation with confidence. I am truly grateful!
I wished I had known about him during my divorce. So glad that I found you for my mediation. Your coaching and energy is incredible!
07Fit
Two columns. Be honest about which one you are in.
Disqualifying out loud is cheaper for both of us than finding out in month three.
This is for you
- 300 to 500 employees, US based
- You already fund an EAP
- Someone valuable is quietly in the middle of something
- You can name the problem out loud
- Smaller companies too, if the culture is toxic enough
This is not for you
- You want to replace your EAP
- You want clinical treatment
- You want HR to see case notes
- You need a licensed clinician on paper
Not sure which column you are in? That is exactly what the call is for.
Book a Game Plan Call08Before you ask
The five that decide it.
Everything a committee raises, answered before someone has to email and ask.
Will our people actually use it?
They book directly and it never routes through a manager. He does not report to you. Sessions are not recorded and no notes are kept, so there is nothing to hand over even if someone asked. You get that a session happened and whether it helped, which is what your CFO needs.
How is this different from the EAP we already pay for?
It enhances it, it does not replace it. Your EAP is an umbrella and this is one more service under it, next to the prepaid legal and the wellbeing benefit. The difference is that a counsellor and a legal firm will not build someone a strategy for handling a difficult person.
Is one coach enough for a company our size?
Twenty one-hour virtual sessions a month, and that number is real rather than a marketing figure. Past it he scales by bringing in additional coaches he already has access to.
What happens if something goes beyond coaching?
It goes back to HR, who hold the relationships with counsel, clinicians and crisis services. The only situations requiring direct outreach are the three legally mandated ones, named in both agreements up front.
What do I take to my committee?
A page built for exactly that, with no persuasion in it, so you can forward it without writing a covering note.
Open the committee page09The next step
Thirty minutes. You will know either way.
A vetting conversation, not a sales call.
On the call
- The problem you actually want solved
- The risk you are quietly carrying now
- Whether your people would actually use it
- Bring anyone who should be in the room
Straight after
- A one page overview you can forward
- A clear yes or no on fit
Confusion into clarity. Reaction into strategy. Trapped into a path forward.