Directors and senior managers who lead multiple teams, oversee complex work, and carry the day-to-day responsibility of turning strategy into action.
● Getting stuck in execution without enough space for strategic thinking
● Managing managers who need development, not just direction
● Building credibility with senior leaders while preparing for what comes next
● Navigating the gap between what executives want and what frontline teams can realistically deliver
● Leading change where you have to persuade, not command
● Building strong teams despite limited resources, competing priorities, and uneven barriers
● Developing your own leadership voice instead of only carrying out other people’s strategies
● Stronger strategic thinking beyond day-to-day responsibilities
● More confidence leading managers and developing other leaders
● Greater influence with senior leaders and across teams
● Better judgment under pressure, including the ability to question assumptions and generate alternatives
● Team environments that support candor, engagement, and retention
● Leadership growth that does not require giving up who you are
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.