The Embedded Leader · Service Line 04
Executive Coaching
Structured. Confidential. Behavioral. Focused entirely on how you lead differently as a result.
Intensive
New role, high-priority development, or recovery leadership support
6 months · Bi-weekly · 12 sessions
Standard
Ongoing development, succession preparation, or strategic capability building
9–12 months · Monthly sessions
Leadership Team
Coaching the team as a system — individual and collective effectiveness
9–12 months · Team + individual
New Leader Acceleration
Leaders in their first 90–180 days in a high-stakes new role
6 months · Bi-weekly · 12 sessions
The test of effective coaching is not what a leader understands about themselves. It is how they lead differently as a result.
The Coaching Journey
Three phases.
One development arc.
Every engagement follows the same three-phase structure — building the relationship, doing the real work, and closing with intention.
Phase 1
Foundation & Assessment
Sessions 1–3
- Life & Leadership History conversation
- 360 feedback, psychometric, or stakeholder interviews
- Leadership Development Plan — 2–4 behavioral goals
- Success indicators & between-session practices
Phase 2
Active Development
Sessions 4–10
- Session-by-session development work
- Powerful inquiry and honest challenge
- Between-session accountability
- Mid-engagement review at Session 6
Phase 3
Integration & Closure
Sessions 11–12
- Full arc review — what has changed
- 3–5 most significant shifts named
- Continued Development Plan designed
- 30-day & 90-day post-engagement check-ins
Inside a Session
How a coaching
session is structured.
Each session is 60–75 minutes, following a consistent structure while staying fully responsive to what you are navigating.
01
Opening Check-in
10 minutes
What has your attention? What progress on your last commitments? What do you most want to work on today?
02
Focus Work
40–55 minutes
Deep exploration through powerful questions, honest challenge, and structured reflection. Surfacing limiting assumptions. Developing new perspectives and action possibilities.
03
Commitments & Close
10 minutes
What is the most significant shift from today? What specific actions are you choosing before our next session — chosen by you, not assigned by the coach?
What You Receive
Deliverables across
the engagement.
Every deliverable is owned by you — not the coach, not the organization.
Phase 1
Leadership Assessment
Phase 1
Leadership Development Plan
Ongoing
Pre-Session Reflection Prompts
Session 6
Mid-Engagement Review
If Org-Sponsored
Sponsor Progress Report
Phase 3
Continued Development Plan
Final + Post-Engagement
Engagement Completion Summary + 30-day & 90-day Post-Engagement Check-Ins
Who Coaching Works For
Coaching readiness —
an honest assessment.
We assess fit honestly before every engagement. If the timing isn't right, we will say so.
✓ Ready for coaching
Acknowledges development areas and approaches feedback with curiosity
Intrinsically motivated — not participating because someone else required it
Can protect 60–90 minutes bi-weekly or monthly for sessions
The development gap can be meaningfully addressed through coaching
The organization supports the leader's development
✕ Not the right moment
Believes they have no significant development needs
Being sent to coaching as a compliance exercise
Cannot protect session time from operational demands consistently
The gap is a role mismatch or ethical failure — not coachable
Coaching is being used as a final step before termination
What We Ask of You
Five commitments for
effective coaching.
The quality of the coaching depends entirely on the quality of your engagement.
Show up fully present
Arrive prepared, not multi-tasking. The quality of a session is proportional to the attention you bring to it.
Be honest — including about yourself
Coaching built on a curated version of events produces curated development. Candor is the most valuable thing you can bring.
Follow through on commitments
The real development happens between sessions. Bring what happened — and what didn't — to the next session.
Engage openly with feedback
Assessment results will sometimes challenge your self-perception. Approach this with curiosity, not defensiveness.
Trust the process — especially in discomfort
Development is rarely linear. The measure of coaching is not how each session feels — it is how you lead differently over time. Commit to the arc.
Industry Context
Development themes
by industry.
We bring sector fluency to every engagement — so you spend session time on your actual challenges, not explaining your context.
Aerospace & Defense
Manufacturing
Non-Profit
Agriculture
General Industry
Confidentiality
The foundation of an
effective coaching relationship.
Always confidential
Everything shared in a session is strictly confidential. Session content is never disclosed to your organization, supervisor, or HR team without your explicit written consent.
If your organization is sponsoring
The coach may confirm sessions are occurring on schedule. What is never shared: the content of any session, anything you have disclosed, or any details of what you are working on.
Agreed in writing before coaching begins
All confidentiality terms are defined in the Coaching Agreement and signed by all parties before the first session. No surprises.
The best leaders
never stop growing.
A focused 45–60 minute Discovery Conversation. No obligation. An honest assessment of whether coaching is the right fit right now.
Schedule a Discovery Conversation1
Discovery Conversation
45–60 min, honest fit assessment
2
Engagement Design
Configuration & Coaching Agreement
3
First Session
90-min Life & Leadership History
4
Development
Structured, confidential, behavioral