LEADERSHIP & TEAM DEVELOPMENT
1:1 coaching for leaders at all levels — from first-time managers to C-suite executives. We combine proven assessments with structured coaching to create lasting behavior change, not just temporary insights.
You know you need to grow as a leader. You need structure, not a pep talk.
Maybe you were promoted because you were great at your job — but nobody taught you how to lead. Maybe you have blind spots that are affecting your team and you can sense it but can’t see it clearly. Maybe you’ve tried coaching before and it felt like expensive conversation without measurable outcomes. Or maybe you’ve never worked with a coach and aren’t sure what to expect. This is different — structured, data-driven, and focused on the behavioral changes that produce real results.
Who This Is For
- Executives and senior leaders seeking a thought partner and objective perspective
- High-potential individuals preparing for larger leadership roles
- New leaders in the first 90–100 days of a role transition
- First-time managers building foundational leadership skills
- Professionals navigating career transitions or crossroads
- Leaders whose organizations are investing in their development and want a structured, measurable approach
What Coaching Is — and Isn’t
If you’ve never worked with a professional coach, here’s what to expect. Coaching is a structured partnership focused on helping you achieve specific goals — not advice-giving, not therapy, and not training. Your coach doesn’t tell you what to do. They help you see patterns you can’t see alone, challenge your thinking, and hold you accountable for the changes you’ve committed to making.
- Coaching is not therapy. Therapy focuses on healing past difficulties. Coaching is future-focused — setting goals, creating strategies, and taking action toward specific outcomes.
- Coaching is not consulting. Consultants diagnose problems and prescribe solutions. Coaches help you develop your own solutions through structured reflection, feedback, and accountability.
- Coaching is not mentoring. Mentors share advice from their own experience. Coaches use structured processes and frameworks to help you reach your own conclusions and build your own capabilities.
- Coaching is not training. Training follows a set curriculum. Coaching is personalized to your goals, your context, and your pace — and the work happens between sessions, not just during them.
Finding the Right Coach
The most important factor in coaching success isn’t methodology or credentials — it’s the relationship. You need to feel psychologically safe enough to be honest about what’s not working, to hear difficult feedback, and to try new behaviors. That requires rapport and trust with your coach.
That’s why we don’t just assign you a coach. We introduce you to two or three coaches from our team — each highly experienced and ICF-certified — and you choose the one who feels like the right fit. Every coach on our team brings deep expertise, but coaching styles and interpersonal dynamics vary. The right match accelerates everything. The wrong one slows it down.
How It Works
Discovery Call
A free 30-minute conversation to understand your development goals, your context, and what you’re hoping to get from coaching. We’ll recommend a package and introduce you to the coaching team.
Coach Matching
We introduce you to 2–3 coaches from our team. You have a brief chemistry conversation with each — and you choose the coach who feels right. No pressure, no assignment. Your choice.
Assessment & Goal Setting
Most engagements begin with one or more validated assessments (Hogan, EQ-i, CliftonStrengths, 360°, or others) to establish a data-driven baseline. Together with your coach, you define 2–3 measurable development goals based on assessment insights and business context.
Bi-Weekly Sessions
50-minute structured sessions focused on real challenges — not theoretical scenarios. Each session ends with a specific action commitment. Your coach follows up between sessions and holds you accountable for the work.
Progress Review
Quarterly review of development goals with measurable progress indicators. Adjust the plan as you grow. For organization-sponsored engagements, we provide progress summaries (with your input on what’s shared).
Coaching Packages
| Package | Per Session | Total | Access |
|---|---|---|---|
| Discovery Call | Free | Free | 30-minute introductory conversation |
| 3-Month (6 sessions) | $675 | $4,050 | Resource access during engagement |
| 6-Month (12 sessions) ⭐ | $600 | $7,200 | Full library + 3 courses. During + 12 months. |
| Annual (24 sessions) | $525 | $12,600/year | Full library + all courses. During + 12 months. |
All sessions are 50 minutes, bi-weekly, delivered by ICF-certified coaches. Clients in 6-month and annual packages receive access to the Client Resource Library (175+ curated development resources) and self-paced courses.
Returning clients: If you’ve previously completed a coaching engagement and want to reconnect on a specific issue without committing to a new package, single sessions are available at $750. This option is for past coaching clients only — if you’re new to coaching with us, start with a discovery call and we’ll recommend the right package for your goals.
What Your Coach Does — and What You Do
Your Coach
- Provides objective observations that build self-awareness
- Listens closely to understand your full context
- Acts as a sounding board for decisions and strategy
- Challenges blind spots and surfaces patterns you can’t see
- Holds you accountable for commitments between sessions
- Maintains strict confidentiality and adheres to the ICF Code of Ethics
You
- Set the agenda based on your development goals
- Show up willing to be honest about what’s working and what isn’t
- Do the work between sessions — this is where change happens
- Take action on commitments, even when uncomfortable
- Speak up if something isn’t working in the coaching relationship
- Own your development — the coach supports, but you drive
Frequently Combined With
- Leadership Assessments — Most coaching engagements include assessments. For leaders who want a comprehensive assessment battery beyond what’s included in the coaching package.
- Team Development Programs — When the leader’s development is best supported by also developing the team they lead.
- Career Development Planning — When coaching goals center on career direction rather than effectiveness in the current role.
[Placeholder: Add a testimonial from a coaching client — focus on what specifically changed in their leadership. Concrete behavior change, not vague praise.]
Common Questions
I’ve never worked with a coach. How do I know if coaching is right for me?
Coaching works best when you have a clear sense of what you want to accomplish — even if you’re not sure how to get there. If you’re navigating a new role, preparing for a bigger one, working on a specific leadership challenge, or feeling stuck in a pattern you can’t break, coaching gives you the structure, data, and accountability to make meaningful progress. If you’re unsure, start with a discovery call — it’s free, and we’ll help you determine if coaching is the right approach for your situation.
What makes this coaching different from other options?
Three things. First, every engagement starts with validated assessments — so we work from data, not assumptions. Second, our coaches have deep corporate experience (HR leadership, talent management, organizational consulting), so they understand the organizational dynamics you’re navigating — not just coaching theory. Third, we focus relentlessly on application. Insight without action is entertainment. Every session ends with a commitment, and your coach follows up on it.
How do I choose a coach?
We introduce you to 2–3 coaches from our team, each with deep experience and ICF certification. You’ll have a brief chemistry conversation with each one — and you choose the coach who feels like the best fit. The coaching relationship depends on trust, candor, and psychological safety. You need to feel comfortable being honest about what’s not working. We’d rather you find the right match than start with the wrong one.
What if the coaching relationship isn’t working?
Raise it immediately — with your coach or with us directly. A good coaching relationship can handle direct feedback, and sometimes the best thing that happens in coaching is learning to have that conversation. If the fit isn’t right despite the effort, we’ll transition you to another coach on our team. The goal is your development, not preserving a relationship that isn’t serving you.
Which coaching package should I choose?
For most leaders, the 6-Month / 12-session package is the sweet spot — enough time for assessment, goal-setting, real behavior change, and reinforcement. The 3-Month package works for targeted development on a specific skill or during a defined transition — and it’s the recommended starting point for new coaching clients. The Annual package is ideal for executives navigating complex, ongoing challenges who want a sustained thought partner. Your coach will recommend a package during the discovery call based on your goals.
Can my company sponsor this?
Yes — the majority of our coaching clients are organization-sponsored. We provide a coaching proposal suitable for HR and procurement review, and we can do a three-way alignment call with you and your manager or HR sponsor to ensure everyone agrees on development goals. Confidentiality is maintained — what you discuss in sessions stays between you and your coach. Progress summaries for the sponsor focus on goal progress, not session content.
How do you measure whether coaching is working?
We measure both external and internal indicators. External measures include progress against the development goals set at the outset, observable behavior changes reported by stakeholders (360° feedback or informal check-ins), and any performance metrics relevant to your role. Internal measures include shifts in self-awareness, confidence in new situations, and your own assessment of growth. We review progress quarterly and adjust the plan based on what the data shows.
What happens between sessions?
That’s where the real work happens. Every session ends with a specific action commitment — something you’ll practice, try, or reflect on before the next session. Your coach may also provide relevant articles, frameworks, or assessment resources to support your development. The 70-20-10 model applies here: only 10% of development comes from learning, 20% from coaching, and 70% from application and practice. The sessions provide the structure. The time between sessions is where you grow.
Is everything I discuss with my coach confidential?
Yes. All coaching conversations are confidential. Our coaches adhere to the ICF Code of Ethics, which requires strict confidentiality. For organization-sponsored engagements, we may share progress summaries with the sponsor — but only with your knowledge and input on what’s included. The content of individual sessions is never disclosed without your explicit consent.