3 levels of executive coaching



high potential Accelerator Coaching for future leaders

Given a universal tendency to focus on putting out fires, leaders commonly spend as much as 70% of their team development time with their poorest performers…leaving their stars to fend for themselves! Investing in the development of High-Potentials helps ready them more quickly for their next role and sustains high engagement, commitment, and motivation from a company’s top talent. 

With a motivated and engaged High-Potential client, this coaching engagement can often be completed over a 4-5 month period. Each coaching engagement is tailored to the particular needs of the coaching client, with Accelerator Coaching typically focused on the following goals:

New Leader Executive Coaching


  • Exploring/defining career aspirations, values & goals
  • Identifying potential pathing
  • Evaluation of prior assessments & new assessments as appropriate, linked if applicable to the organization’s leadership development programs & resources
  • Qualitative 360
  • Identifying development gaps
  • Building a prioritized learning & development action plan
  • Building the client’s network & circles of influence
  • Identifying mentors & advocates
  • Effective self-advocacy
  • Developing potential in others

Start with an accelerator coaching package.


NEW LEADER | Executive Transition Coaching

Taking on a significant new role or increase in role scope is one of the most difficult challenges an executive can face, with a dauntingly high failure rate. Transition Coaching is designed to support those taking on a new leadership role / new team, moving from leading a team to leading a division or function, or otherwise taking on a significant increase in leadership responsibilities.

For optimum impact on ramp-up and leader effectiveness, Transition Coaching is designed to begin at the outset or early in the transition period and typically continues for a 6-month engagement. While the program is customized to the specific needs of the leader, Transition Coaching is typically focused on the following areas:

New Leader Executive Coaching


  • Stakeholder interviews
  • Making the transition from manager to leader
  • Team alignment discovery & integration session(s)
  • Evaluation of prior assessments & new assessments as appropriate
  • Future State success visioning, identification of potential obstacles & solutions
  • Integration (100 Days) plan development
  • Communications strategy & network-building
  • Initial Integration Plan execution
  • Mid-point effectiveness benchmarking
  • Learning Plan for ongoing development
  • 6-month effectiveness benchmarking

Start with new leader/executive transition coaching


Peak performance Coaching

This invaluable professional development approach helps executives grow their “soft skills” in the context of their current positions, which can be even more important for today’s leaders than excellent business acumen.  Executives who combine strong technical skills with a high level of emotionally intelligent leadership are those most capable of building and leading high-performing teams and meeting the ever-increasing demands of a complex business environment.

To allow sufficient time for building skills learned through coaching in various business situations, Peak Performance coaching generally requires an 8-12-month engagement. Peak Performance coaching is based on client need and typically includes the following areas of focus:  

Peak Performance Executive Coaching


  • Building Emotional Intelligence—self-perception, self-expression, interpersonal skills, decision-making & stress-management.
  • Typically includes an Emotional Intelligence 360 assessment
  • Enhancing executive presence & communication skills
  • Developing trusted relationships within teams, with key partners, & stakeholders
  • Building effective leadership styles & situational leadership skills
  • Identifying / addressing behaviors or gaps that may be hindering success or advancement

Start with Peak Performance Coaching.