One-on-One Coaching for Senior Leaders

We work with C-suite executives, VPs, and senior directors who are navigating significant transitions or seeking to deepen their leadership effectiveness. You might be stepping into a new role or expanded responsibilities, building a high-performing team or organizational culture, facing complex stakeholder dynamics or board relationships, seeking to increase your influence and visibility, wanting to develop executive presence and strategic acumen, or managing personal leadership development while balancing organizational demands.

Our executive coaching engagements are deeply personalized. We begin with a discovery phase to understand your context, challenges, and aspirations. Then we design a coaching roadmap that's uniquely tailored to you.

During Discovery and Assessment in the first two weeks, we conduct an initial consultation to understand your leadership journey, current challenges, and desired outcomes. We gather 360-degree feedback from key stakeholders — your boss, peers, and direct reports — to provide external perspective on your strengths and development areas.

In the Design and Planning phase, based on what we've learned, we develop a coaching plan with clear objectives, key focus areas, and milestones. This becomes our shared roadmap.

During Active Coaching over months two through eighteen, we meet regularly — typically bi-weekly or monthly — to work through challenges, test new approaches, and build new capabilities. Between sessions, you'll apply insights to real situations and bring results back to our conversations.

In Integration and Sustainment, we focus on embedding new behaviors and capabilities into your natural leadership practice so the growth lasts long after coaching ends.

Depending on your goals and engagement, we integrate evidence-based assessments from the Hogan Assessment suite to provide deep insight into your leadership profile. The Hogan Personality Inventory (HPI) reveals your day-to-day leadership strengths and interpersonal style. The Hogan Development Survey (HDS) identifies potential career derailers — the behaviors that can emerge under stress or pressure. The Motives, Values, Preferences Inventory (MVPI) uncovers the values and drivers that shape your leadership culture and what motivates you.

When deeper cognitive insight is needed, we deploy the Hogan Business Reasoning Inventory (HBRI) for strategic and tactical reasoning, and the Hogan Judgment assessment for decision-making quality. We may also incorporate Hogan 360-degree feedback to understand how your leadership is experienced by those around you. These tools provide objective data that informs our coaching conversations and tracks progress over time.

Your coaching conversations are completely confidential. Nothing shared in our sessions is discussed with your employer, board, or anyone else unless you explicitly authorize it. This confidentiality is foundational to creating the psychological safety required for honest reflection and growth.

We do share progress updates with your sponsoring organization if that's part of the engagement agreement, but the content of our conversations remains between us.

Coaching works best when we're clear about what success looks like. Typical outcomes include greater clarity on your leadership vision, values, and strategic direction. Increased confidence, executive presence, and ability to influence key stakeholders. Stronger relationships with your boss, peers, and direct reports. Sharper strategic thinking and more effective decision-making. Measurable improvements in team engagement, retention, and performance. Accelerated career progression and increased readiness for the next level. And better balance between leadership demands and personal well-being.

We track progress against these outcomes throughout the engagement and celebrate the growth that's taking place.

Most executive coaching engagements run between 6 and 18 months, though some extend longer depending on the complexity of your situation and the depth of transformation you're seeking. Six-month engagements are best for targeted, focused development — a specific challenge or transition. Twelve-month engagements allow time for deep work on leadership presence, relationship building, and cultural impact. Eighteen-month or longer engagements are for more transformational work or when you're in a particularly complex role.

Whatever the duration, we design coaching around your goals and timeline, not the other way around.