The company is running you. It should be the other way around.
You're a few years in. The team's grown. Revenue's moving. Externally, everything looks fine. But somewhere along the way, you stopped building what you wanted to build, and started managing what's in front of you.
That's drift. At leadership level. It's more expensive than you think.
Drift looks like this at leadership level
Reactive hiringSomeone leaves and you scramble. No bench, no pipeline, no process.
Lost threadYou're busy but not sure what you're actually building toward anymore.
Culture driftThe team has grown but it no longer feels like your company.
Managing, not leadingYou're in the detail. Your job is supposed to be the vision.
The problem with leadership drift
Nobody talks about what happens after you make it.
"Most leadership advice assumes you know where you're going. Nobody talks about what happens when you've built something real and quietly lost the thread of why you started."
The vision has blurred
You had a clear picture of what you were building. Now you're six months from that picture and can't remember the last time you sat down and thought properly about where this is going.
The team feels like a problem to manage
People issues are taking up 60% of your headspace. You're handling conflict, performance gaps, culture friction, not building. The tail is wagging the dog.
Hiring is reactive and expensive
You're spending £20–40K on replacement hires you shouldn't have needed. No talent strategy, no pipeline, no process. Just panic when someone leaves.
You feel isolated at the top
There's nobody to be honest with. You perform certainty for your team, your board, your investors. But you haven't had a genuinely honest conversation about the business in months.
What Stay on Course is
Not motivational coaching.
A structured clarity programme.
Stay on Course is built on the same Anti-Drift frameworks that underpin Outerview's individual coaching, applied at leadership level. Over 6 modules, you'll rebuild your vision from the ground up, audit your team and culture with brutal honesty, and put in place a systematic approach to leadership and hiring. You get frameworks, not feelings.
This isn't for people who want to be motivated. It's for leaders and founders who want to think clearly about what they're building, and have someone in the room who won't pretend everything's fine when it isn't.
01
Vision rebuild
Get back to what you're actually building and why. Define the next 3-year picture with enough precision to make decisions against it.
02
Team audit
Honest assessment of who's on the bus, who isn't, and what your talent strategy needs to look like for the next phase.
03
Leadership identity
Reconnect with your leadership style, your values, and how you're actually showing up versus how you think you are.
04
Momentum systems
The processes and habits that keep you strategic , so the next quarter doesn't look like the last one.
The 6-module framework
Structured. Systematic. No fluff.
Six modules over the programme. Each one builds on the last. Each one produces something concrete: a decision made, a clarity achieved, a system put in place.
Module 1
The honest audit
Where are you actually? Not where you'd like to be, or where you tell people you are. Where you actually are. We start with a brutally honest assessment of your business, your team, and yourself.
Module 2
Vision and direction
Rebuild the 3-year picture. Not a mission statement. A clear, specific picture of what you're building that's precise enough to make hiring decisions, culture decisions, and strategic decisions against.
Module 3
Team and culture
Honest team assessment using the same framework Jay uses for SaaS hiring. Who's performing, who isn't, who's in the wrong role, and what the culture actually is versus what you think it is.
Module 4
Talent strategy
Build the hiring strategy you should have had from the start. Who you need in the next 12 months, how to find them, how to assess them, and how to stop losing the people you actually want to keep.
Module 5
Leadership operating model
How you actually lead: communication cadence, decision-making process, how you give and receive feedback, how you create psychological safety without losing accountability. Practical, not theoretical.
Module 6
Staying on course
The systems and habits that keep you strategic rather than reactive. How to spot drift early, how to course-correct before it compounds, and how to keep leading with intention as the business continues to scale.
Who this is for
Be honest with yourself about where you are.
Right for you if
Not right if
Why Jay, not a traditional executive coach
Jay Andrew Odeka · Founder, Outerview · Director, Wundertalent
Most executive coaches come from HR or psychology. They're excellent at the human side of leadership. What they don't have is 15 years of sitting in the room where hiring decisions get made at SaaS startups, Tech ScaleUps, Fintech, Professional Services, Martech, Healthtech and much more.
Jay has reviewed 250,000+ CVs, placed hundreds of professionals, and built Wundertalent's database of 12,888+ funded companies. He knows exactly what good hiring looks like, what culture drift looks like from the outside, and what separates the founders who build something lasting from those who lose their thread at scale. He knows exactly what good hiring looks like, what culture drift looks like from the outside, and what separates the founders who build something lasting from those who lose their thread at scale.
He's also a former solicitor. He's not going to tell you what you want to hear.
"Most leadership advice assumes you know where you're going. Stay on Course is for the moment you're honest enough to admit you've lost the thread, and disciplined enough to want to find it again."
What people say
Results from leaders who did the work.
"I'd been running the company for two years and hadn't actually sat down to think about where it was going in about six months. Jay's ability to cut through the noise and name what was actually happening, not what I was telling myself, was worth every penny."
Founder & CEO · Series A SaaS · London
"The hiring module alone changed how we build teams. We'd been hiring reactively for years. We now have an actual talent strategy and it's made more difference to the culture than anything else we've done."
Head of Engineering · Fintech scaleup
"I came in thinking I had a team problem. I left realising I had a vision problem, and once that was clear, the team stuff resolved itself. You don't get that kind of reframe from someone who just validates you."
Co-founder & CPO · B2B SaaS
Investment
Stay on Course
£3,000
Full programme · By application · Limited places per cohort
Applications reviewed within 48 hours. Places are limited. Stay on Course works best with a small cohort where Jay can give genuine attention to each person.
How it compares
Start building what you actually want to build.
Book a free discovery call. Jay will tell you honestly whether Stay on Course is the right fit, and what to do if it isn't.
Book free discovery callNo pitch. No pressure. If it's not right, he'll tell you.