Vice presidents and senior leaders who lead major functions, drive strategy, and turn executive vision into operational reality.
● Translating executive strategy into action while managing up and down at the same time
● Building influence with C-suite peers and securing resources without direct authority
● Leading cross-functional initiatives across teams that do not report to you
● Navigating organizational politics without getting pulled into middle-management dynamics or proving your worth over and over
● Developing directors and managers into strategic thinkers, not just task executors
● Balancing operational oversight with the strategic thinking needed for what comes next
● Leading sustainably when the pressure to perform is not evenly distributed
● Stronger strategic thinking and clearer readiness for the next level
● More effective influence across functions and stakeholder groups
● The ability to stress-test strategy, generate alternatives, and move work forward without formal authority
● Directors who become strategic partners rather than task managers
● Psychological safety within your function that supports better hiring, retention, and development
● Leadership that reflects who you are without shrinking to fit expectations
● Results that do not depend on exhaustion
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.