Executive career coach · Bharat Rao

Know what to protect, what to drop, and what to learn.

The free audit maps exposure. This pilot builds a personal plan — task-level complementarity, readiness, engagement, and decision context — reviewed for coaching, not generic upskilling theater.

Protect — scarce judgment, relationships, and credentials that still compound.
Drop — routine work AI can absorb without pretending your job “disappears.”
Learn — one sequenced capability bet matched to your org climate and horizon.

Choose a package

Select before intake. Pricing is for the pilot; checkout is offline.

Pilot payment is offline (invoice / arranged transfer). No live Stripe on this DEV site. Selecting a package starts your confidential intake.

Step · Contact

Who is this plan for?

First name

Why we ask: personalizes the report voice.

Last name

Email

Why we ask: deliver the plan and schedule calls.

Phone (optional)

Step · Human capital

Credentials, tenure, leverage

Undergraduate school

Why we ask: signaling and network context — light touch.

Graduate school (if any)

Highest credential

Field / major

Regulated license or practice constraint?

Why we ask: automation advice must respect license/ethics boundaries.

License type (if yes)

Years in current role

Years in occupation

Years in industry

2–3 portable strengths

Why we ask: mobility and narrative capital.

Formal learning in last 24 months

Step · Work & context

Current seat and market

Current title

Current organization

Prior roles (brief)

Why we ask: trajectory, not a full résumé.

Geography (metro / region)

Physical presence in the work

Organization type

Step · Task mix

Where your week actually goes

Occupation labels hide heterogeneity. Estimate shares (~100%) and how AI meets each bucket.

Top tasks to protect

Why we ask: anchors the Protect column of your plan.

Top tasks willing to automate / offload

Step · Engagement

Energy and meaning (non-clinical)

Short signals only — not a burnout diagnosis. High exposure + low energy is a different plan than high exposure + high vigor.

Energy / vigor at work most weeks

Why we ask: coaching signal, not a clinical score.

DrainedEnergized

Meaning / dedication in the work

Why we ask: coaching signal, not a clinical score.

ThinStrong

Cynicism / detachment from the role

Why we ask: coaching signal, not a clinical score.

NoneHigh

Recovery quality outside work

Why we ask: coaching signal, not a clinical score.

PoorGood

Intent to leave within 12 months (optional signal)

Why we ask: coaching signal, not a clinical score.

NoneStrong

Step · AI, organization & leadership

Acceptance, climate, and leadership readiness

How much of your week already runs through AI tools?

Why we ask: coaching signal, not a clinical score.

Not at allConstantly

Perceived usefulness of AI for your current role

Why we ask: coaching signal, not a clinical score.

LowHigh

AI self-efficacy — confidence experimenting with tools

Why we ask: coaching signal, not a clinical score.

LowHigh

AI anxiety / job-threat worry

Why we ask: coaching signal, not a clinical score.

LowHigh

Facilitating conditions (tools, time, permission)

Why we ask: coaching signal, not a clinical score.

PoorStrong

Preferred learning mode

AI tools you know / use

Organizational AI readiness

Org AI maturity

Manager support for AI experimentation

Why we ask: coaching signal, not a clinical score.

LowHigh

Approved tools & policy clarity

Why we ask: coaching signal, not a clinical score.

UnclearClear

Training access for AI literacy

Why we ask: coaching signal, not a clinical score.

NoneStrong

Peer norms / safety to experiment

Why we ask: coaching signal, not a clinical score.

UnsafeSafe

AI leadership readiness (~2 min)

Maps to four executive pillars: cognitive readiness, strategic value creation, org/talent enablement, governance/ethics.

Comfort operating amid ambiguous AI outcomes

Why we ask: executive leadership pillar signal (EALAI).

LowHigh

Willingness to unlearn practices that no longer fit

Why we ask: executive leadership pillar signal (EALAI).

LowHigh

Fear that your expertise is becoming obsolete

Why we ask: executive leadership pillar signal (EALAI).

LowHigh

Ability to separate AI ROI bets from gimmicks

Why we ask: executive leadership pillar signal (EALAI).

WeakStrong

How well you spot AI opportunities/threats in your domain

Why we ask: executive leadership pillar signal (EALAI).

WeakStrong

Speed of committing resources once an AI bet is clear

Why we ask: executive leadership pillar signal (EALAI).

SlowFast

How much psychological safety you create for others to experiment

Why we ask: executive leadership pillar signal (EALAI).

LowHigh

Commitment to upskilling people (not only tools)

Why we ask: executive leadership pillar signal (EALAI).

LowHigh

Willingness to redesign workflows, not just add copilots

Why we ask: executive leadership pillar signal (EALAI).

LowHigh

Attention to bias and fairness in AI-assisted decisions

Why we ask: executive leadership pillar signal (EALAI).

LowHigh

Care with IP, confidential, and personal data in prompts

Why we ask: executive leadership pillar signal (EALAI).

LowHigh

Attention to compliance / policy before scaling AI use

Why we ask: executive leadership pillar signal (EALAI).

LowHigh

Step · Decision context

Stage, horizon, success

Career stage (self-label)

Primary decision now

Time horizon

Coach challenge openness

Non-negotiables

Why we ask: constraints shape feasible bets.

One-sentence success definition

Free-text decision focus

Step · Review

Confirm and generate plan

Your plan

Know what to protect, what to drop, and what to learn.

Choose a package

Who is this plan for?

Credentials, tenure, leverage

Current seat and market

Where your week actually goes

Energy and meaning (non-clinical)

Acceptance, climate, and leadership readiness

Organizational AI readiness

AI leadership readiness (~2 min)

Stage, horizon, success

Confirm and generate plan

Personalized diagnostic