Managers, team leads, and emerging leaders who are learning to lead people, build trust, and carry responsibility well from the start.
● Moving from individual contributor to leading other people
● Building credibility with former peers while stepping into authority
● Navigating team dynamics, conflict, and the interpersonal pressure of leadership
● Leading projects and relationships when you do not have formal authority
● Balancing hands-on work with people management
● Building confidence when exclusion, bias, or self-doubt make leadership feel harder than it should
● Developing your own leadership voice instead of only carrying out directives
● A stronger foundation in emotional intelligence and self-awareness
● More confidence leading people, not just managing tasks
● Better skills for managing up, across, and down while creating psychological safety on your team
● Early strategic thinking skills that help leaders question assumptions and contribute beyond their immediate role
● A clearer leadership identity grounded in your actual strengths
● Leadership development that can grow with you 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.