For CEOs, presidents, chief officers, and other senior leaders shaping strategy, culture, and direction across the organization.
● Making high-stakes decisions without complete information
● Building alignment across the C-suite and board when priorities pull in different directions
● Creating psychological safety while still holding people accountable
● Leading in ways that may not match what the organization has historically rewarded
● Navigating scrutiny, isolation, or subtle exclusion in rooms where you are one of the few
● Leading through uncertainty, disruption, or crisis without defaulting to what feels safest
● Developing the next generation of leaders to think strategically, not just execute
● Clearer decision-making before commitment
● Stronger influence across complex stakeholder groups
● Presence grounded in emotional intelligence and strategic clarity
● Culture shifts that make candor, innovation, and retention more likely
● Leaders who challenge assumptions across the organization
● Leadership practices that can hold over time
Corporate programs
● For leaders with organizational support, mandate, and resources
● Integrated with HR systems, succession planning, or broader culture work
● Built for change that extends beyond one person’s direct sphere of influence
● Strongest when multiple leaders participate together
● Time-bound 6- to 12-month coaching engagements
Individual programs
● For leaders or change agents investing in their own development
● No organizational mandate required
● Confidential support focused on individual growth and advancement
● Designed to help leaders work within the realities of their organization
● Flexible, ongoing monthly coaching
When organizations invest in leadership development at the system level, the impact reaches further than one leader’s role. Multiple participants can reinforce change across teams, departments, and decision-making layers. Corporate programs also connect more directly to organizational systems, which helps culture change last.
12-month engagement
● 1-3 coaching sessions each month, held 1-3 times a month up to 120 minutes (flexible—depends on needs)
● Four strategy sessions focused on critical business challenges, one each quarter
● Support between sessions by email and Voxer
● Partnership with HR/L&D to keep the work aligned with organizational priorities
● Integration of CliftonStrengths and emotional intelligence development throughout the engagement
Six-month minimum
The six-month minimum gives enough time for meaningful behavioral change and early organizational impact. At the midpoint, we review progress and decide whether to continue.
For organizations that sponsor leaders through DESIGN, I offer optional progress updates with HR and L&D partners so the work stays connected to broader development goals. Reporting is agreed upon by the organization, the leader, and the coach to protect trust and confidentiality.