Women leaders are leaving...

Post-pandemic, executive level women are leaving the workplace at 3 times the rate of their male colleagues.*

in record numbers

At all levels, women are leaving the workplace at the highest rates in a decade. †

The reason? Burnout.

Burnout rates among

executive leaders:





Considered quitting because

of home responsibilities:





Breadwinning moms: 

Doing it all

60% of mothers spend 5 of more hours a day on housekeeping and caregiving.≠

This is effectively another part-time job.

Families with female breadwinner


Mothers responsible for most household tasks


C-suite women vs. men

Your C-suite women are doing more household labor than their C-suite male colleagues, and it's burning them out.

LeanIn.Org and McKinsey and Company, “Lean In. Women in the workplace 2022” 

home organization center

Don't lose your top talent because of work-life balance and equity issues

  • High-end operating systems at home reduce the stress of work-life integration.
  • When women reduce the work and stress at home, they stay in your talent pipeline and increase their performance at work.

Home Operating Systems:

Minimize the Workload

Systems and routines create opportunities to save time and energy.

Support Equity at Home

When women create clear systems and protocols for communication, sharing the workload becomes possible.

Reduce Mental Stress

Implementing my framework reduces organizational stress at home.

Burnout affects

your bottom line

"Women are delivering the performance and business results but at great personal cost."

-The State of Burnout for Women in the Workplace, 2022 

• The cost of replacing executive leadership is one-half to two times the employee's salary. ^

•  Women managers invest more in developing their people management skills and drive excellence in your organization.†

Thriving at work doesn't have to mean drowning at home

"If companies don't take action, they won't just lose their women leaders; they risk losing the next generation of women leaders, too."

-McKinsey's Women in the Workplace 2021 Report

Combat the Talent Crisis 

Supporting women with flexible schedules and benefits that address their needs at home allow them to stay in the workplace.

My approach

Participants work through my framework with group coaching, coursework, implementation, and support


One-on-one or group


Online learning


Practical systems 


Groups support your progress

The Bossy House Framework

What your leader can expect in my program:

“I’ve just this afternoon reorganized our whole learning and play environment with your helpful course. I was like a crazy lady but I got through it!”


Hi, I'm Julie

• Career educator, Former School Principal

• Founder and Chief of Schools of a mid-sized charter management organization with 400 employees and 2500 students

I help families (especially moms) address the huge demands of parenting and running a home.

My framework equips families with tools for setting up systems at home that increase their capacity and reduce mental stress.

The Bossy House Premium Services

Executive Group

Coaching Program

Nomination based cohort of up to 12 high potential leaders in your organization.

Together, for 4 months, participants work through my model and framework of how to stay high performing at work by getting it together at home.

• Cohort group coaching 1x a month.

• My learning platform facilitates online coursework through videos, downloadable resources, and self-paced implementation. This maximizes our coaching time together.

• 4 month program, ending with 1-on-1 sessions with each participant to stamp learning and set goals.

Premium Executive

Coaching Package

Targeted coaching for high potential executives who are high risk for performance or burnout issues.

The focus is on setting up high-end operating systems at home to reduce work-life integration issues. 

• 4 months of bi-weekly coaching sessions over Zoom.

• Self-paced online learning on my platform gives your leader access to my courses and resources, and maximizes the time together for coaching.

• In 1-on-1 coaching sessions, I tailor my approach to your leaders’ individual gaps in effectiveness at home.

“I love the course! Already the house feels better. 

What I found really helpful was thinking through the purpose of each room and how to support each member of my family to easily do the right thing.

We are loving the changes we are seeing at home.”


Nerd for data? Here are my sources: 

* Liz Elting, “Why Women Quit,” Forbes, August 21, 2019.

† LeanIn.Org and McKinsey and Company, “Lean In. Women in the workplace 2022” and 2020 (§)

≠ Krivkovich, Alexis, Rahilly, Lucia, and Yee, Lare, “The State of Burnout for Women in the Workplace,” McKinsey and Co. Podcast, Jan 4, 2022.

% Jennifer Owens, “Women are Overburdened with Their Families’ ‘Mental Loads,’” Slate, March 2, 2018.

^ McFeely, Shane, and Wigert, Ben, “This Fixable Problem Costs U.S. Businesses $1 Trillion,” Gallup Workplace, March 13, 2019

! Kelton Global, “Bright Horizons Modern Family Index 2017.”

Interested in working together?

I'd love to explore working with your organization! Contact me at ju[email protected] and we can set up a time for a call. 

In addition to providing cohort-based and individual executive level coaching, I occasionally present workshops or talks to resource groups interested in supporting work-life integration issues for families inside organizations. I'm eager to hear from you about how we can work together.

If you have any questions about working with me, REACH OUT!