Seven dimensions of position.
Most career advice measures one axis: title. The Meridian Method maps seven, and runs a four-phase process across them, from fixing your position to the decision moment itself.
Summit $7,500
Founding rates availableRejecting the single axis.
Most career thinking runs on one axis. Title, level, the next rung up. It is the easiest thing to measure, and it is why so much advice sounds the same. Do good work, wait to be seen, climb.
The decisions that change a trajectory rarely sit on that axis. They sit at the intersections. Whether your narrative survives a room you are not in. Whether the person who could open a door has opened one recently. Whether the evidence of your work travels without you. Seven dimensions, because that is where the movement is.
Structure where most career work improvises.
The Meridian Method is a structured approach to the work capable operators usually do alone, often after the moment has passed. It treats trajectory as a craft: a working vocabulary in the Seven Dimensions, a diagnosis in the Four Beliefs, and a four-phase process that moves from position-fixing to the decision moment.
The methodology is practice-derived. It was built from eighteen years of operating across London, the United States, and Australia, and it is informed by the research lineage on career transitions, sponsorship, and narrative identity: Ibarra, Hewlett, Ferris, Savickas, McAdams. It is not a clinical intervention or an off-the-shelf psychometric instrument, and it does not claim to be. What it claims is structure where most career work improvises.
The Seven Dimensions
The audit runs all seven: narrative, sponsors, visibility, role-scope, evidence, political capital, timing. Scoring them is the straightforward part. The work is identifying which two are load-bearing for the specific question you arrived with, because those two are what the rest of the engagement gets built around.
That is what turns a general sense of being stuck into something with an address. The Position Chart states it in a sentence, and everything in the Plot phase is built against that sentence.
Definitions for all seven sit with the instrument.
Take the DiagnosticThe Four Phases
Sixteen weeks, four phases.
Each phase has a goal, a set of deliverables, and a transition to the next. You don’t move forward until the current phase’s work is done.
Sight
WEEKS 1–3 · FIX YOUR POSITION
Know exactly where you stand across all seven dimensions. Not where you hope you stand. Not where your performance review says you stand. Where the actual evidence says you stand.
This is diagnostic work. We run the full Seven-Dimension audit, build your Position Chart, plot your Position Map, and identify the gaps blocking the next move. The gap is often not the one the operator walked in expecting.
Plot
WEEKS 4–6 · SET YOUR BEARING
Build the infrastructure the decision moment will require: the narrative that will carry your case, the sponsor coverage that will advocate for you, the evidence plan that will make the case land.
This is the building phase. Most of the visible work happens here. Drafting the Narrative Stack, mapping stakeholders, scheduling the twelve weeks of evidence production.
Transit
WEEKS 7–12 · NAVIGATE THE CAMPAIGN
Execute the ninety-day plan leading into the decision moment. This is where building transitions to doing: sequencing evidence delivery, activating sponsors directly, reading organizational timing tactically.
Environments shift during Transit in ways that require adjustment. The methodology accommodates this. The plan is designed to adapt as the context evolves, without losing the campaign's core logic.
Meridian
WEEKS 13–16 · THE DECISION MOMENT
Arrive at the decision moment in the best possible position. Sponsors briefed. Final artifacts delivered. You prepared your messaging for the conversation in front of you.
What happens at the moment itself depends on variables none of us control. What the methodology offers is that you arrive ready, and that the post-decision plan is ready to execute whichever way the moment goes.
What you walk away with.
Every engagement produces artifacts. They’re yours to keep, update, and reuse across future career moments.
01
The Position Chart
One-page snapshot of your current trajectory situation: target role, current position, the gap, stakeholders, timing window, engagement thesis.
02
The Position Map
The 2×2 that reveals which of four strategic quadrants you are in: Execute, build the case, sight first, or hold position.
03
The Narrative Stack
Your story at five levels of compression, from one-sentence positioning through the full written promotion memo.
04
The Sponsor Map
Four-quadrant mapping of stakeholders by influence and disposition. Who matters, how much, and where you stand with each.
05
The Evidence Plan
A production schedule for the artifacts your case will rest on.
06
The 90-Day Transit
Week-by-week execution plan for the ninety days leading into your decision moment.
07
First-90-Days Plan
The plan for the ninety days after the decision, cementing the gain at the new level.
Who this is for.
The methodology works best in some situations and not others. When the fit is right, the work goes deep quickly. When it isn’t, I’ll tell you directly.
Right fit if you’re...
- A senior manager, Director, or VP in product, technology, design, or engineering
- Working toward a specific promotion, transition, or strategic decision within the next 6–18 months
- At a Series B to public company with a defined promotion structure
- Willing to do the work between sessions: drafting, reflection, stakeholder conversations
- Ready for diagnosis over comfortable advice
Not the right fit if you’re...
- Looking for general career advice or life coaching
- Still early in your career, at junior IC level
- Hoping for a coach who will tell you what you want to hear
- Unwilling to do structured work between sessions
- Expecting guaranteed outcomes; the methodology prepares you, and the outcome depends on variables none of us fully control
Two ways to start.
Sixteen weeks starts with thirty minutes.