Executive Coaching

Our Approach to Coaching Engagements

We begin by assessing the executive being coached (the “Coachee”) through a comprehensive process of gathering confidential input from key stakeholders, such as the Coachee's manager, HR business partner, peers, and direct reports. This input is carefully analyzed and synthesized into a feedback report that highlights recurring themes, including strengths and areas for development.
Based on the insights from the feedback report, we collaborate with the Coachee to define clear and actionable goals for the coaching engagement.
Each coaching session is then dedicated to achieving these goals, helping the executive elevate their effectiveness and inspire others through enhanced management and leadership capabilities.
Our approach focuses on building specific knowledge, skills, actions, mindsets, and commitments necessary for success.
We address obstacles, track progress toward goals, and adjust strategies as needed. Throughout the process, the Coachee’s manager and/or HR business partner are updated on progress, as appropriate, and engaged in supporting the Coachee’s development journey.

Wooden signpost with words "Inspire," "Empower," and "Lead" in a scenic outdoor setting.

Examples of Executive Coaching Focus Areas:

Facilitate meetings that are effective, efficient, productive, and impactful
Cultivate a more inspiring and commanding presence
Sharpen and deepen active listening skills
Foster trust and collaboration within teams
Influence others with adaptability, authenticity, and integrity
Communicate thoughts, feelings, and needs assertively and effectively
Navigate and resolve conflicts within teams
Build a culture of accountability across teams
Approach difficult conversations with confidence and success
Deliver clear, organized, and compelling presentations
Practice and demonstrate genuine empathy
Delegate tasks in ways that inspire commitment and ownership
Provide constructive and actionable feedback, even in tough situations
Repair trust after challenging or damaging interactions
And much more...

Illustration of a giant hand forming a bridge between two platforms with businesspeople walking across.

It’s easy to see how this can occur. Many individual contributors excel in their roles through hard work and dedication, only to discover that the skills required for managing people are vastly different from those that brought them success earlier in their careers. Some rise to leadership positions with impressive strengths and ambition but encounter barriers that stall their career progression. Others, despite reaching leadership roles, begin to lose the trust and support of their teams or the confidence of senior leaders.

The reasons for this happening are many.

The manager or leader…

Lacks effective listening skills
Displays overly aggressive behavior
Struggles to delegate tasks appropriately
Presents ineffectively or fails to engage audiences
Demonstrates insensitivity in interactions
Lacks assertiveness
Fails to inspire or motivate others
Ineffectively manages meetings
Comes across as arrogant
Struggles to build trust within teams
Becomes scattered or unfocused under stress
Demonstrates weak problem-solving abilities
Lacks authenticity in leadership style
Hesitates to share credit for successes

Through executive coaching, individuals can develop greater self-awareness around derailment issues and enhance their ability to build meaningful connections with others. Coaching provides strategies and techniques for fostering stronger working relationships and significantly improving job performance and effectiveness.

Why High Impact Executive Coaching is So Important

When business managers and leaders fail in their roles, it can cost organizations significant time, resources, and financial losses—often amounting to hundreds of thousands, if not millions, of dollars to find and onboard replacements.

This phenomenon is known as “derailment.” One of the leading causes of derailment is the inability to cultivate and sustain effective working relationships and meaningful connections with colleagues. Studies estimate that derailment rates range from 30% to 60%.

How A Typical Executive Coaching Engagement Begins

When a manager or HR business partner identifies a need for coaching—whether to support a high-potential employee or address specific developmental needs—they initiate the process by reaching out to a coach.
Typically, an overview of the reasons driving the need for coaching is shared with the coach. This is followed by a "Fit Interview," where the potential Coachee has the opportunity to assess compatibility with the coach. If the Coachee feels confident about the fit, the process moves forward.
The coach then provides a Letter of Proposal (LoP) outlining the coaching process, timeline, and cost. Once accepted, a Letter of Agreement (LoA) is signed by both parties to formalize the engagement.
To support the Coachee, the coaching process often begins with additional data collection, such as a 360-degree assessment or survey. This confidential process gathers input from superiors, peers, direct reports, or other interested stakeholders, highlighting the Coachee’s strengths and areas for development. The results, shared confidentially with the Coachee, shape the coaching focus and help define clear goals.
Coaching sessions are then tailored to drive progress and success toward these goals, ensuring meaningful development and measurable outcomes.