The journey to truly superior performance is neither for the faint of heart nor for the impatient. The development of genuine expertise requires struggle, sacrifice, and honest, often painful self-assessment. There are no shortcuts…practice that focuses on tasks beyond your current level of competence and comfort. You will need a well-informed coach not only to guide you through deliberate practice but also to help you learn how to coach yourself. Above all, if you want to achieve top performance as a manager and a leader, you’ve got to forget the folklore about genius that makes many people think they cannot take a scientific approach to developing expertise.” Harvard Business Review: The Making of an Expert 6/7/2007


Execution gaps not only exist with top priorities, but also with individuals. Sharpening the saw individually to increase our individual capacity is the “goose” part of the “goose and golden eggs” equation.

How Is Our Executive Coaching Different?

  • Our Training and Experience: All executive coaches are not created equally! We are trained with Corporate Coach U, and have award-winning success. We have thousands of hours of successful one-on-one executive coaching experience with senior executives, managers, and CEO’s. We are also students of the field, guaranteeing you the absolute best quality experience.

  • Our Results: We have plenty of testimonials (scrolling at the bottom of our homepage) testifying to our effectiveness. We create real behavioral change and measurable impact; most do not. Our biggest reward is the real value clients get from our interventions.

  • Our Methods: We focus on lasting and measurable behavioral change at senior levels in organizations, public and private. Often, behavioral changes are the only areas for improvement remaining at these levels. Our methods are backed by expert research and practical application and results. Our diagnostic approach and world-class tools separate us from the crowd, and helps you get a clear view of your current situation before establishing the endpoint.

  • Our Goal with You:  Our aim is to create client self-sufficiency, ultimately reducing training costs.

Executive Coaching Assessment Toolkit


What Results Can You Produce?:   We work with those who really want to see results and are fully invested in the process; this helps maximize results and make us look really good! It’s not unusual to see results like these:

  • A large company in the hospitality industry reported saving between $30 million and $60 million by coaching its top 200 executives.
  • 28% of coaching clients stating they had learned enough to boost quantifiable job performance in sales, profits or productivity by between $500,000 and $1 million.
  • 100 executives from Fortune 1000 companies who received executive coaching for six to 12 months, the following improvements occurred:
    • Working relationships with direct reports (77% of people reporting)
    • Working relationships with immediate supervisors (71%)
    • Teamwork (67%)
    • Working relationships with peers (63%)
    • Job satisfaction (61%)
    • Working relationships with clients (37%)
  • Another study of 1000 executives showed the following positive business impacts:
    • Productivity (53% of people responding)
    • Quality (48%)
    • Organizational strength (48%)
    • Customer service (39%)
    • Reduced complaints (34%)
    • Retention (32%)
    • Cost reductions (23%)
    • Bottom-line profitability (22%)
    • Top-Line revenue (14%)
    • Reduced turnover (12%)
    • Other Business (7%)

What Will The ROI Be?

On average, studies on the ROI of executive coaching report a return of five to seven times the initial investment. Fortune magazine reported the results of a 2001 poll of executives and upper level managers given six to 12 months of coaching. When asked to give a “conservative estimate of the monetary payoff from the coaching,” those who received the coaching estimated the value at six times the cost to the company for the coaching services. Monetized, this means that a cash investment of $18,000 for a Vice President was calculated to produce a return on investment of $108,000.

  • A Fortune 500 firm engaged Metrix Global LLC to determine the business benefits and return on investment for an executive coaching program. The bottom line: coaching produced a 529% ROI (that’s $5 for every $1 spent on coaching) as well as significant intangible benefits to the business. When the financial benefits of employee retention were rolled into the mix, the ROI was nearly eight to one, or 788 %.”

– Executive Briefing: Case Study on the Return on Investment of Executive Coaching. MetrixGlobal, LLC. Merrill .C. Anderson, PhD, November 2, 2001.

How is the fit determined?  We don’t work with everyone, and nor should you! As stated elsewhere, not all Executive Coaches are created equally. Please check out the qualifications and experience. Download our free toolkit on this page and/or give us a shout to help you out with this. It’s important that a mutual understanding of goals, commitment, and a potential for a trusting relationship are there. We can do this initially with a phone discussion, and,  if that results in a willingness to proceed by both parties, a face-to-face meeting will be arranged. We want to do our best to ensure the fit is there up front to give us the best chance at producing terrific results for you.

Who Do You Work With?

Examples of people and situations where we have positive results:

CEO’s, President’s, business owners, executives, and managers

  • Organizations and executives dissatisfied with current results
  • Organizations and executives wanting to achieve more, faster, and with greater consistency
  • Organizations and executives who feel “stuck”
  • Successful leaders who want to expand their leadership capabilities
  • Executives who want to improve their promotion potential
  • Leaders who are new in a position and want to “ramp up” quickly
  • Teams or individual team members where effectiveness needs improving
  • Groups wanting to achieve their goals more consistently or improve team productivity

Where Does Your Executive Coaching Add Value?

  • Newly appointed key people
  • Retention of talent
  • After a performance review or 360˚ survey
  • Improved goal setting and achievement
  • Improving the effectiveness of established executives
  • Transitioning from technical or functional to leadership excellence
  • Senior executive mentoring
  • New teams
  • Square pegs in round holes
  • Internal or external redeployment
  • Enhancing professional presentations and public speaking abilities
  • Improving communication styles

How Will This Work?

  • Identifying and understanding the business strategy and the leader’s goals and responsibilities early allows us to work with leaders to connect the future to the present by identifying the steps to success, the decisions needed to get there, and existing barriers to be overcome
  • Knowing the leader’s strengths and weaknesses and those of the teams they work with provides a clear understanding of strengths to be leveraged, areas of weakness requiring work
  • A willingness to challenge all assumptions and taking ownership for change, personal and organizational

The relationship between an executive and a coach is collaborative. The success of any coaching relationship is dependent on trust between coach and leader. Together, you and your coach will assess your situation, including strengths, weaknesses, and developmental opportunities. You will work with your coach to create developmental action plans.

After you execute the plans, you and your coach will review the results and define new action plans to further your growth. Throughout this process, the level of benefits you receive from using a coach is directly related to your willingness and ability to take an active role in every aspect of the coaching engagement.

Lasting change is key: tools and processes will be utilized to produce this outcome.

The focus will be on one behavioral change at a time, and the individual being coached chooses a goal they are passionate about.

How Long will this take?

Who said “nothing worthwhile happens overnight” or words to that effect? Our experience has demonstrated that real lasting change takes time. We insist on a minimum engagement of 6 months. Sometimes engagements are extended to a year or eighteen months.

 How often will we meet?

Meetings will occur either over the telephone, or, preferably and if possible, face-to-face twice per month. The minimum engagement will be for two hours to be set aside monthly, and this can increase, particularly early in the process, dependent on client needs.

How will we measure success?

Success will be measured by the initial input of the leader’s key stakeholders and their feedback during and, most importantly, at the end of the engagement against the goals established at the beginning of the engagement. Also, client satisfaction is determined, although it is more important that the stakeholders are satisfied that the goals have been met.

Contact us to see if we can help.