Empowering junior absorb responsibilities or empowering junior employees to help as stretch projects can be an opportunity for development and exposure but can also backfire dramatically. When not properly equipped or set up for success, employees absorbing incremental (often new) responsibilities or stretching to cover an absence can struggle to keep up and contribute effectively, causing them to have a discouraging, frustrating, negative experience and adding more work to the plates of those overseeing, reviewing, and often needing to correct their work. These cases can result in the very burnout they were intended to mitigate against.
On a case-by-case basis*, I help with junior employees step up as they approach and navigate through these coverage periods — training them in the necessary basic skills and fundamentals before the leave period begins and/or working with them as a sounding board, teacher and/or mentor through the coverage period itself.
*Subject to an initial team consult/assessment in to understand the state of the brand/business, the team (including the employee going on leave or resigning, his/her managers, and those absorbing or stretching into her/her responsibilities), the work being reallocated, how it will be redistributed, key milestones or deliverables, and capabilities (skills, experience, knowledge, etc) and expectations of those taking on new or incremental work.
: Training, coaching & supporting those stretching into new roles and responsibilities.
An alternative to hiring backfill, my 'Step Up' program trains employees to absorb new responsibilities and take on stretch projects when your team is down a player — setting them up for success while providing a security net to their organizations.
Through next-level skills training, ramp up coaching, and continued leadership lens and sounding board support, I systemically equipping rising talent with skills, clarity, confidence and ongoing support when stakes are high, the learning curve is steep, and support is scarce.
Preparation Phase
Step 1 | Connect: Discovery with outgoing manager
Step 2 | Evaluate: Skill assessment + custom ramp-up plan
Step 3 | Train: 1:1 skills gap training (ex: data analysis, P&L management, etc.)
Implementation Phase
Early, High-Touch | Coach: Ongoing 1:1 coaching, including reviewing and providing leadership lens and feedback on key deliverables (briefs, decks, comms, data)
When Ready, Light-Touch | Mentor: Light touch check-ins, as needed
During my 8-year tenure at Constellation Brands, I developed a reputation for building and scaling models, methodologies and playbooks, training in-house teams across the brand management, finance, and various other functions and departments, and helping elevate talent so they can operate at a higher level — independently and sustainably.
Now, I bring this approach and mindset to training and mentoring early-to-mid-career marketers, founders and cross-functional teams looking to deepen their brand and marketing muscle. From brand fundamentals and storytelling to strategic thinking and strategic planning, I tailor sessions to meet real-time business needs and long-term skill growth and development — leveling up internal capabilities and equipping people managers and leaders to build and lead high-functioning, high-performing teams.
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