We coach leaders to transform themselves and their organizations.

Leadership is authentic influence that gets results

–Kevin Cashman

Leadership at its best is a form of social influence that’s based on competence and trust. Our leadership coaching is founded on the premise that the great leaders know themselves and lead from a place of self-awareness, transparency, curiosity, and vision.

Positive and sustainable leadership growth cannot be separated from personal growth. Consequently, one fundamental aspect of our leadership coaching is to help our clients do the “inner work” of leadership. This involves building a deeper understanding of themselves, the sources of their drive, and their unique strengths. It also includes identifying what may be getting in the way of them leading from a place of authenticity and clarity.

The inner work is the foundation for the outer work of leadership – managing and influencing stakeholders, relationships, and results. We encourage our clients to be more versatile and to experiment with underutilized ways of leading that are reflective of their values, skills, and personalities. Concepts and tools from behavioral science, organizational effectiveness consulting, adult development theory, and humanistic / Gestalt psychology equally inform our approach. Over time we have seen what works and what does not – and have combined techniques and learning resources that proved valuable to our clients.

We believe that leadership is defined by the choices leaders make – and we empower leaders to make their choices consciously while navigating the balance between attending to their own needs and vision, the needs of their organization – and the needs of those they lead.

We partner with HR professionals and senior leaders who seek leadership development that…

  • Improves “people skills” in technically very competent employees (“high IQ – low EQ”)
  • Facilitates the transition of internal talent from managers to leaders
  • Accelerates the transition of new or recently promoted staff into their new role
  • Coaches people leaders to establish a team / organizational culture that drives collaboration and high-performance
  • Supports leaders when managing change or organizational growth (scaling up)
  • Provides effective, timely, “on-demand” spot coaching at the client’s site
  • C-Suite or Executive Coaching for senior leaders

Proven Effectiveness

of HR and training professionals are confident about the value coaching delivers. *
of senior leaders enjoy the process of leadership coaching. **

Sample Coaching Objectives

Lead Yourself
  • Starting a new job – First 100 day transition
  • Expanding your leadership repertoire for more effective leadership
  • Cultivating authentic leadership / What kind of leader am I?
  • Promoting yourself effectively
  • Managing your boss / up / across
  • Navigating difficult relationships
  • Networking for personal and professional growth
  • Managing time, competing priorities and/or ambivalence
  • “Getting unstuck” / Finding your edge
  • Identifying career blind spots: What others aren’t telling you
  • Addressing self-limiting beliefs and career-limiting behaviors
Lead Your Team
  • Understanding and navigating interpersonal and team dynamics
  • Building a high-performance team culture
  • Fostering collaboration, collective intelligence, and creativity
  • Launching a team; developing, and ending a team
  • Clarifying and negotiating team roles and responsibilities
  • Creating a vision and inspiring a team to act
  • Giving and receiving feedback
  • Managing conflict /  difficult conversation
  • Delegating effectively
  • Coaching your staff
  • Effective decision-making for teams
Lead Your Organization
  • Defining strategy and key elements of your business model
  • Turning strategy into action
  • Scaling up
  • Driving strategic alignment across multiple stakeholders
  • Managing change / Leading the “people side” of change
  • Influencing / Leading without formal power
  • Navigating organizational politics
  • Effective decision-making in organizations
  • Supporting cross-functional collaboration
  • Transitioning from functional to enterprise-wide leader
  • Build a deliberately developmental culture

* 2013 Executive Coaching Survey, Sherpa Coaching, ** 2013 Executive Coaching Survey, Stanford Graduate School of Business

Assessment Tools We Use

Our organizational coaching packages include qualitative and quantitative need assessment tools such as structured interviews and the use of 360 assessments.