Leadership & Team Coaching
Most teams stall at the top first: misaligned leaders, blurred roles, and key people quietly eyeing the exit. We get your leadership aligned, coached, and performing, and keep the people you can't afford to lose.
Why the top matters most
The organization takes its cues from its leaders. When they're unclear on roles, unsure who decides, or unconvinced they belong, that ambiguity cascades, and the best of them, the ones with a market, leave first.
We move fast on the two questions that matter: who should lead what, and how do we make the people we're keeping want to stay and win.
What we do
Outcomes
Clear roles, clear decision rights, and a shared operating model, the ambiguity that stalls teams, removed.
The leaders who hold the value stay engaged through the disruption, instead of taking the first call from a recruiter.
Your team gets to real decisions and momentum in months, not the year most teams lose to drift.
Our approach
A lot of coaching is a pleasant conversation with no scoreboard. Ours starts from data and points at results. We begin with assessment and 360 feedback, so the work targets what actually holds a leader or team back, not a hunch.
Every engagement is run by a senior coach, tied to the business outcomes the leader is accountable for, and measured against real change. We are also candid about when coaching is not the answer, because trust is the whole job.
What makes it work
Programs
Confidential one-to-one coaching for executives and senior leaders, on the specific things standing between them and their next level of impact.
First-90-days support for newly promoted or newly hired leaders, so they land well and avoid the early mistakes that are hard to undo.
New-Leader Assimilation →Coaching for a leadership group that needs to operate as one team: roles, decision rights, and an operating rhythm that holds.
Developing the people you are betting on, so your best talent grows into bigger roles instead of being poached out of them.
Practical group development for first-time and early managers, building the habits that make or break a new manager.
New Managers Workshop →The evidence base underneath it all: a clear, structured read on strengths, blind spots, and where to focus.
360 Feedback →Focus areas
How a leader shows up, sets the tone in a room, and carries a message that people actually follow.
Deciding faster with less noise, and letting go of the work that should sit with the team.
Steadying and moving an organization through disruption, integration, or a hard reset.
Clear roles, clear decision rights, and a cadence that keeps a leadership team moving as one.
Performance, conflict, and feedback handled directly and well, instead of avoided until they fester.
Managing up, out, and across: investors, boards, peers, and the politics leaders cannot ignore.
How it works
We align with the leader and the sponsor on what needs to change and what success will look like.
Structured feedback and assessment give an honest, specific picture to work from.
A focused plan on the few things that will move the needle most, agreed by everyone involved.
Regular sessions, real practice between them, and steady accountability across the engagement.
We check progress against the goals and adjust, so the work stays honest and on target.
Re-score the 360, show the shift, and leave the leader with the habits to keep going alone.
Proof
A re-run 360 shows the shift in how a leader actually operates, in the eyes of the people around them.
The leaders and teams you can least afford to lose stay engaged and stay put through the hard stretches.
Progress ties back to the results the leader owns: team performance, execution, and the decisions that were stuck.
Rooted in Chicago
We are a Chicago firm, and it shapes how we coach: direct, practical, and allergic to jargon. We work with leaders in person across Chicago and the Midwest, and virtually with leadership teams across the country.
Works with
Help a new leader land in their first 90 days and build trust with the team fast.
New-Leader Assimilation →Give first-time managers the habits and tools that make the jump to managing work.
New Managers Workshop →See who is most likely to leave and act before your best leaders are gone.
Retention & Flight Risk →Questions
Training teaches a curriculum to a room. Coaching is tailored to a specific leader or team and their real situation, grounded in assessment and 360 feedback, and measured against behavior change and business outcomes rather than attendance.
Executives and C-suite leaders, senior managers and directors, newly promoted or newly hired leaders in their first 90 days, high-potential talent, and full leadership teams.
Both. We run 1:1 executive coaching, leadership team coaching for a group that needs to operate as one, and blended engagements that combine the two.
Most 1:1 engagements run three to six months with sessions every couple of weeks. Team engagements are scoped to the outcome. We are candid about when coaching is not the right tool.
Both. We coach in person across Chicago and the Midwest and virtually across the country, including on-site leadership team sessions and offsites.
We set goals up front, re-run 360 feedback or assessment to show the shift, and tie progress to the business outcomes the leader is accountable for, such as team performance and retention of key people.
Yes. The content of 1:1 coaching conversations stays between coach and leader. We agree the goals and themes shared with the sponsor at the outset so everyone knows how it works.
Your leaders set the ceiling.
Retention and alignment are won early. Let's talk about your leadership team while it still matters.
Get in touch