Coaching for purposeful Leaders In Motion
Some roles change faster than the person in them. A bigger mandate, a succession opportunity, a transformation to lead while the organization keeps running. That gap, between the role's demands and the leader's current altitude, is exactly where I work.
why this works
My coaching is informed by decades of experience in the recruitment and selection of leaders for C-suite critical roles. I know what boards and enterprise leaders weigh -- and the questions they ask -- to help make their decisions on these appointments. In my approach as a coach, those kinds of questions are applied to both help prioritize and guide our work, as well as provide a relevant context.
This is a confidential process tailored to your needs. You decide what is shared with your sponsor along the way. Everything else stays between us.
The engagement, four stages
01 · Discovery. Previous assessment findings, plus up to ten 360-degree interviews with the people who work with you most closely. Themes surface about purpose, strengths, and the development needs that actually matter.
02 · Goal setting. You and I turn those themes into goals in a Coaching Development Plan. Your sponsor is consulted before goals are finalized, so we're aligned on focus.
03 · Practice. Six sessions over three to four months, or ten over five to six. Sixty minutes, every other week, either on video or in person. The work between sessions is where real changes actually happen, and we adapt along the way for optimal effect..
04 · Conclusion. We debrief your sponsor together, gathering real-time feedback, and prioritizing what development should continue after the engagement ends.
what each party gets
The leader
A genuine read on how you're showing up, and applied practice where the real work yields movement.
The sponsor
A focused investment against aligned goals, with briefings midway and at the close.
The organization
A self-aware leader whose team can grow, whose peers want them in the room, and whose culture people can thrive within.
Succession Planning Support
Help organizations develop both ready-now leaders and those who can step confidently into roles in the near future.
