Executive Coaching
Coaching for Leaders Whose Roles Are Asking More of Them
Individualized coaching that helps leaders expand their effectiveness, navigate complex challenges, and adapt as their responsibilities evolve.
An Individualized Approach to Executive Coaching
Not every coaching engagement begins with a problem to solve. Sometimes the opportunity is growth itself. A leader may be preparing for greater responsibility, navigating a difficult challenge, or looking to become more effective in their current role.
Coaching is tailored to the individual leader and their organizational context, taking into account their strengths, challenges, relationships, and development priorities.
Executive Coaching Supports Leaders Who Are:
Stepping into a new or expanded leadership role
Preparing for executive or senior leadership responsibilities
Leading through organizational growth, change, or uncertainty
Navigating complex relationships, communication, or stakeholder challenges
Seeking to strengthen their strategic thinking, influence, and overall leadership effectiveness
Leadership Development
What Changes Through Coaching
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✓ Self-Awareness
Recognize your strengths, patterns, and blind spots, including how others experience your leadership.
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✓ Confidence
Strengthen your judgment and confidence in making decisions, especially when the path forward isn't clear.
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✓ Leadership Presence
Communicate with authority, contribute more confidently in important conversations, and strengthen your executive presence.
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✓ Strategic Thinking
Look beyond immediate demands to anticipate challenges, evaluate opportunities, and focus on longer-term priorities.
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✓ Communication & Influence
Navigate difficult conversations, manage stakeholder relationships, and influence decisions across teams and organizational levels.
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✓ Leading Through
Change Make thoughtful decisions amid uncertainty, adapt to changing circumstances, and help others navigate transitions.
“Working with Gretchen sharpened both my leadership and my sense of purpose during a season of significant organizational change. Gretchen listened with genuine curiosity, asked the questions I needed rather than the ones I expected, and consistently offered perspective, points for consideration, and resources instead of answers.”
–Nonprofit President
For Organizations
Investing in the Leaders Your Organization Needs
Organizations invest in executive coaching to develop promising leaders, support executives taking on greater responsibility, and strengthen leadership effectiveness during periods of growth or change. Coaching can help leaders build the capabilities their roles require while supporting broader organizational priorities.
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Develop Leadership Capacity
Prepare leaders for expanded responsibilities, strengthen strategic thinking and decision-making, and support succession and leadership development.
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Strengthen Teams and Relationships
Help leaders communicate more effectively, develop others, navigate complex relationships, and create conditions for stronger team performance.
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Invest in Long-Term Leadership
Development Provide individualized development opportunities that help leaders grow, navigate challenges, and build a sustainable approach to leadership.
The Coaching Process:
Insight -> Experiment -> Impact
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INSIGHT
Understand the leader's strengths, patterns, and potential blind spots through coaching conversations, reflection, and assessments when appropriate. Identify the priorities that matter most for development.
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EXPERIMENT
Put insight into practice. Try different approaches to real leadership challenges, whether that's navigating a difficult conversation, delegating more effectively, or making space for strategic priorities.
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IMPACT
Reflect on what changed, what worked, and what was learned. Use those insights to refine leadership approaches and support continued development.
Engagement Options
Executive Coaching Engagements
Executive coaching engagements are tailored to the leader's goals, responsibilities, and organizational context.
9–12 months
Comprehensive Executive Coaching
Typically spanning 9–12 months, comprehensive engagements begin with leadership discovery and assessment, followed by ongoing coaching focused on applying insights to real leadership challenges.
Engagements generally include:
Leadership assessments tailored to the individual, often including the Hogan Leadership Assessment Suite
A Leadership Insight Summary and individualized Leadership Development Plan
Ongoing one-on-one coaching, reflection, and resources between sessions
Sponsor conversations for organization-sponsored engagements, typically at kickoff, midpoint, and conclusion
Focused
Flexible Coaching Engagements
Shorter or more focused engagements are also available, tailored to specific leadership goals, transitions, or development needs.
For organization-sponsored coaching, development priorities are established collaboratively with the leader and sponsor, with progress reviewed at agreed-upon intervals. Individual coaching conversations remain confidential.
Let’s Connect
What does your role require now?
Whether you're exploring coaching for yourself or a leader in your organization, let's start with a conversation about your goals and how coaching might help.