East Shore Coaching

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 comes in with them every morning.

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Book a Game Plan Call

A vetting call, not a sales call.

Or text on WhatsApp

  • Sits alongside your EAP
  • Confidential by design
  • 20 sessions a month

Where this sits

You already have an EAP. This is the part that earns its keep.

Usually in there

Broad and cheap

  • Short term counselling
  • Prepaid legal and insurance discounts
  • Referrals out

What this adds

Narrow and one to one

  • High conflict divorce and custody
  • Family dysfunction and manipulation
  • Job, family and personal anxiety
Everyone else gives you a hug and tells you it will be okay. What we do is give you a strategy.
Jimmy Petrick

The Conflict-to-Clarity System

Three steps, and a clear line around each.

1

Clarity

Name the real conflict. Separate what is coaching from what is HR, legal or clinical.

2

Strategy

Find the pressure points. Rehearse the conversation. What to say and what to leave out.

3

Follow through

Adjust after every real interaction until the goal is met.

Healthy employee, happy employee, productive employee.

The limits, up front

Where coaching stops, and what HR never sees.

A vendor who names their own limits is not the one who creates a problem for you later.

Coaching handlesBack to HRLegally mandated
Strategy for a hard conversationLegal adviceA credible suicide threat
Boundaries and manipulation patternsClinical treatmentDisclosure involving homicide
Negotiation preparationCrisis servicesDisclosure involving a child
Coaching handles
  • Strategy for a hard conversation
  • Boundaries and manipulation patterns
  • Negotiation preparation
Back to HR
  • Legal advice
  • Clinical treatment
  • Crisis services
Legally mandated
  • A credible suicide threat
  • Disclosure involving homicide
  • Disclosure involving a child

And nobody uses support they think HR can read

HR receives
Stays private
HR receivesThat a session took place
Stays privateWhat was discussed
HR receivesUtilization and broad themes
Stays privateNames, specifics, the plan

Employees book directly. All of it is written into both agreements before launch.

Who you would be working with

The specialist your people can actually speak to.

Certified high conflict negotiation coach, and before that 40+ years running businesses and managing people. He has sat across from people in the worst stretch of their lives and in a boardroom, which is why he can talk to your employee and to your committee.

  • 40+ years running businesses and managing people
  • S.L.A.Y Master Certified in high conflict negotiation
  • Coaches virtually, in any state
  • One to one, never a group
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They need somebody to talk to. They don't need another piece of paper or a checklist of what steps to take next.
Jimmy Petrick

What 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.
ConfidentialCoaching client
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!
ConfidentialMediation preparation
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!
ConfidentialDivorce mediation

Fit

Worth knowing before you book a call.

Built for

  • US companies, 300 to 500 employees
  • An existing EAP or wellbeing budget

Also a fit

  • Under 300 if the culture is painful enough
  • Smaller companies with the budget

Not a fit

  • Replacing your EAP
  • Clinical treatment
  • HR wanting case detail

Six month agreement. Pricing is walked through on the call.

Book a Game Plan Call

Before you ask

The five that decide it.

Will our people actually use it?

They book directly and it never routes through a manager. HR sees utilization and broad themes, never case detail, and that is written into both agreements before anyone books.

How is this different from the EAP we already pay for?

It is not a replacement. Your EAP covers a lot of ground broadly and most of what it funds is short counselling, prepaid legal and discounts. This is the specialist layer inside it for the situations that need a strategy.

Is one coach enough for a company our size?

Twenty one-hour sessions a month, and that number is real rather than a marketing figure. Past it, delivery scales through coaches trained in the same method.

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 legally mandated ones, and those are 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 page

One next step

Book the 60 minute Game Plan Call.

A vetting conversation, not a sales call.

On the call

  • What you want from the next six months
  • Bring anyone who should be in the room

Straight after

  • A one page overview you can forward
  • A clear yes or no on fit
Book a Game Plan Call

Twenty sessions a month is a real constraint.

Or text on WhatsApp

You already have an EAP. This is the part of it worth paying for.