Executive and Leadership Development is a customized one-on-one partnership that helps build your effectiveness and fulfillment as a leader. It is equally useful for new-in-role executives who must quickly and visibly scale to new challenges and for more tenured leaders who feel they no longer get honest feedback. And everyone in-between!

The best executive and leadership coach has first-hand corporate executive experience and professional coach training, is comfortable speaking truth to power, and can quickly grasp and hold your larger context without being influenced by its politics and personalities.

This unique perspective positions the coach to be an impartial ally who helps you assess and build immediate and durable critical leadership muscles on a variety of topics (see below).

Our partnership is safe and confidential, and the benefits are immediate, real, and durable.

I work with the whole person, not just the issue of the day. We work to strengthen your foundation as well as your capacity to lead courageously through the toughest challenges you face.

Foundational issues may include contextual awareness; clarifying and operationalizing your values and purpose; scaling to larger and more complex remits; the ability to see other perspectives and make a resonant choice; the capacity for constructive reflection, self-awareness, self-management; trust and relationship-building; reset and recovery skills—and much more.

While strengthening your foundation, we use your most pressing issues as critical gateways to improve immediately visible on-the-job performance and effectiveness. Here is a partial list of reasons that brought my clients to coaching:

I want to find and communicate my authentic leadership footprint and vision. Or: I want to learn to articulate my mission and goals in a clear and inspiring way.

I am having trouble scaling to my new role. Or: feel I’ve grown as far as I can in this role, but I don’t know how to take the next step.

I am battling imposter syndrome and am questioning my value and impact.

I struggle to communicate executive presence, confidence, and maturity.

I am having trouble influencing people and decisions where I don’t have direct authority.

I’m expected to lead teams in other countries or regions, and I’m not confident about navigating across cultures.

I want to build a more diverse and inclusive culture, but I am worried I will get it wrong.

I’m not inspiring or leading my people and my team effectively. Or: I can’t seem to hire/grow/retain the best people.

I’m being asked for my leadership/succession plan. I don’t have one.

I need to learn how to mentor and skill-up others in my company.

I feel people are just saying what they think I want to hear, and I’m looking for an honest assessment and a credible, neutral sounding board and confidante.

I’m in my “dream job,” but I’ve lost focus and/or passion for my work, and I don’t know how to do anything else. I feel overwhelmed. I’m missing my own key deadlines and goals.

I have been through a lot and have lost my mojo. I can’t seem to recover from failures and setbacks.

Other people have told me I might benefit from coaching.

I actually think I’m doing pretty well, but I always strive to be the best I can be.

As a former executive responsible for budget allocation, I am a big believer in measurable investments. I have certified in several handpicked, industry-leading 360 and self-assessment frameworks, including The Leadership Circle Profile, Hogan, and Tilt 365.

360 assessments give us an all-round view of your perceived leadership effectiveness. Most start with an online survey sent to a nominated group of evaluators including your manager, direct reports, peers, and other stakeholders. You take the same survey. The all-up report provides great data, as does the comparison between your self-assessment and evaluator assessments. We use the data to build a smart development plan, which we then action through 1:1 work. At the end of the coaching period, you have the option to retake the assessment so we can gauge your progress. Typically, clients see measurable, double-digit improvement (as high as 1500%) across all selected competency levers.

If your company has an assessment of choice, I am happy to explore it with you. Like you, I set a high bar for this valuable investment: a proven 360 with an established norm base and a reliable, usable report that helps us make efficient use of your dollars and our time.

In some cases, particularly with C-suite and S-level clients, I may recommend conducting live interviews with key client stakeholders instead of, or in addition to fielding an online survey. Let’s discuss your needs and go from there.

First, contact me at lg@infinite-impact.com or call me at 206.669.6608. Our initial dialogue will help us determine if we are a good fit.

From that conversation, I will generate a customized plan with program specifics, including a recommended approach, number of sessions, process, and cost.

We then formalize the agreement. Typical executive and leadership development engagements last between 4 and 8 months.

Coaching starts with a Discovery Session based on an intake form that guides you through a series of reflective questions. If we’re doing a 360 (see above) or other assessment, we will layer it into our Discovery process.

Discovery lays the foundation of an awesome partnership. We accomplish three goals. 1) crystallize an action plan with specific “what” goals and metrics; 2) explicitly design the “how” of our coaching alliance, including all-important mutual expectation setting, 3) start coaching! You get immediately usable tools that I will want you to practice before we meet again.

After Discovery, we begin “ongoing coaching,” where we action your plan. We meet for 60 or 90 minutes every 2-3 weeks, so that we maintain momentum while giving you a chance to practice what you are learning. Sessions are in-person (at your office or mine) or virtual (Microsoft Team, Zoom, BlueJeans, or a video-teleconferencing platform of your choice) if needed.

We continually assess the effectiveness of our partnership, tweaking as we go.

We conclude our engagement with a specific completion session designed to capture, assess, and celebrate your progress against the goals we set; evaluate our experience; look at what’s next for you—and get you on your way. If we started with a 360, we might re-field it now or in a few months to assess your progress.

Please email me at lg@infinite-impact.com or call me at 206.669.6608 with any questions this FAQ didn’t answer. I’d love to hear from you.