Services

The right support depends on the situation. Here's how we typically work.

1-on-1 Coaching

For 1–3 leaders in critical roles or transitions

When a high performer steps into a leadership role, the first year is rarely smooth — and the cost of a slow start compounds quickly. 1-on-1 coaching gives a new leader dedicated space to get their footing: to understand what the new role actually demands, to let go of old patterns that no longer serve them, and to develop the judgment and habits that make the difference between surviving the transition and thriving in it.

Engagements typically run 6–12 months, meeting biweekly. Work is driven entirely by what the leader is navigating right now (not a fixed curriculum!).

Best for: Directors, VPs, and senior managers stepping into new levels of responsibility. Also effective for leaders whose effectiveness has plateaued and who are ready to push past it.

Group Coaching

For organizations with 4–10 leaders navigating similar transitions

When multiple leaders are making the same shift — from individual contributor to people manager, from manager to director, from functional leader to cross-functional operator — group coaching gives participants access to a cohort of peers navigating the same terrain at the same time.

Participants work through their own development goals while benefiting from the perspectives, experiences, and accountability of a small, trusted group. The result is faster development, stronger peer relationships, and an organizational culture that takes leadership growth seriously. At its best, group coaching can bust silos and boost retention across the organization.

Cohorts typically run 6 months, meeting every two to three weeks.

Best for: Companies that have recently promoted a cohort of leaders and want to invest in their success, especially in situations where those leaders don't have natural peer support built in.

Workshops & Series

For teams or cohorts who need specific knowledge, fast

Some leadership challenges call for a shared framework more than an individualized process. Workshops are structured learning experiences (typically 60-90 minutes, sometimes a half day) designed around a specific challenge or skill that's coming up for your leaders right now.

Topics may include: making the leap from individual contributor to people leader, delegation and team leverage, forging and navigating professional relationships, giving feedback across levels, and many others. We can work from our existing library or design something specific to your context.

A series of 3–4 workshops over several months can serve as a standalone program or complement ongoing coaching work.

Best for: Building common language and practical toolsets around a defined challenge for teams, functions, or leadership cohorts.

Custom Leadership Development Programs

For organizations ready to set a standard

Built to last. That's the phrase we have in mind as we design and deliver custom programs that combine coaching, group learning, and structured application for companies looking to forge a consistent approach to developing leaders at a specific level or through a specific transition.

These programs are built around your organizational context, your leadership competencies, and the specific transitions your people are navigating. The output isn't just individual development; it's a repeatable model your organization can rely on.

Best for: HR and L&D leaders who want to move beyond ad hoc promotions and trainings and instead build a scalable, high-quality approach to leadership development.

Not sure which fits your situation?

Most engagements start with a conversation. Tell me what's going on and I'll give you my honest read on what would actually help — even if that's not one of the options above.