Partnering with the client at the onset of the engagement helps tailor the approach to meet their needs and the needs of their organization. Sample Case Studies.

Focus Areas

  • 3

  • Executive Agenda

    Executive agenda coaching provides time and space for a leader to crystallize priorities and a personal brand. Based on key individual strengths, the executive develops a plan to communicate the vision and build support in his organization and more broadly with key business partners.

  • 3

  • Transition (newly hired or promoted)

    As an individual takes on a new or expanded role there is pressure to begin adding value immediately. When the role is in a new organization, there is the additional complexity of understanding the culture, key influencers and decision makers. Transition coaching focuses on understanding the critical deliverables of the role and developing a plan to be successful by engaging leadership, direct reports and partners.

  • 3

  • Leadership Development

    Executives are expected to be strong across a diverse set of areas. Coaching helps gain insight into strengths as well as potential areas of development and provides a process to create an action plan to address critical items to enhance performance.

sample process

Case Studies

Expanded Leadership Position

A recently promoted Vice President had a strong track record of delivering complex cross-functional projects and driving results. In his new role, he needed to further develop his leadership skills. Although he was planning and delivering strategic projects, he was not acknowledged as a thought leader. He began to articulate how his projects linked to the overall business strategy and drove the business forward. As part of this, he focused on his presentation skills and executive presence. Having a history as a “doer” he was perceived as junior and not delegating. He started empowering his people more, giving them increased autonomy. This had the dual benefits of driving loyalty and growth of his team and allowing him more time for communicating his team’s vision and results.

Transition to a New Role

Hired as a Senior Vice President of Product reporting to the CEO, the client faced a steep learning curve. There were competing priories; on one hand the company was very traditional, based on a hierarchical culture and on the other, the CEO’s acknowledgement that they needed new ideas and processes to grow the business. The Senior Vice President had grown up in flatter organizations and had to understand how to build the case for change in a very different environment. Developing a strong relationship with the CEO and ensuring the change was supported at the top was key. The client worked on prioritizing the changes rather than pushing too much at once and failing. Central to success was developing a compelling story around the change, including the benefits for all of the constituencies involved – the CEO, her peers, her team and business partners.

Leadership at the Next Level

This entrepreneur built a successful business leveraging her expertise in the field and a strong sense of how to manage people. As she considered taking the business to the next level, she wanted to augment her leadership skills. Historically she had shied away from conflict but needed to address this to develop her people more and increase productivity. One-on-one she was an effective communicator but wanted to become more confident presenting to groups as this was becoming more important as her business grew. She also wanted to gain clarity on how she approached growth, ensuring the business could evolve while maintaining the strong culture she had built.