For Organizations
Executive coaching with reporting you can act on.
Who this is for
HR business partners and Managing Directors who need executive development that (a) addresses a specific, named performance or communication problem, (b) reports back in terms leadership can act on, and (c) doesn't rely on the executive's self-report as the only data point.
The offer — one engagement, three components
01
Individual executive coaching
Co-Active, ICF-credentialed one-on-one work with the executive.
02
Context-Design diagnostic
Maps the patterns leaders report about their context.
03
Structured reporting cadence
Reporting to HR and leadership, agreed at kickoff — not improvised.
How the work is designed
A designed engagement, from diagnosis to intervention
An upcoming engagement
A Regional Managing Director, promoted into a role that suddenly requires representing the organization to senior global audiences, is the subject of our first designed engagement. It treats his habit of over-explaining as a context shift, not a personal deficit, and sequences five tools across the sessions. This engagement has not yet begun; results will be added once the initial block of sessions concludes.
Read the full case studyBuilt to resolve your actual objection
- Two separate instruments: a progress tracker for the sponsor and a private reflection journal for the leader, never shared upward.
- Reports are aggregated and never include session content, in accordance with the ICF Code of Ethics.
- Leaders agree to pattern reporting at the start of the engagement.
Engagement model
Organizational engagements have two separate costs.
Per executive: individual coaching is priced by scope, either a six-session program focused on immediate tactical needs or the full twelve-session program that also builds strategic capacity. This rate is fixed, does not change based on cohort size, and is never discounted for volume.
Per company, charged once regardless of how many executives are enrolled: a single governance and diagnostics fee covering reporting to your HR sponsor or leadership, cross-executive pattern debriefs, and touchpoints at kickoff, progress, and close. Because this second fee doesn't scale with headcount, your effective cost per executive goes down as your cohort grows.
Most engagements transition into an optional monthly retainer afterward to reinforce the shift. This is a senior-executive engagement, priced accordingly. Cohort size, program scope, and total investment are confirmed in the discovery call.
Executives who prefer to arrange this outside a company-sponsored engagement can work with us directly. For Executives →
What makes this different from typical executive coaching vendors
Most vendors treat communication and performance issues as the executive's to fix alone.
We diagnose the organizational context contributing to it first.
Most vendors report that “engagement was positive.”
We report specific, agreed metrics tied to the original business problem.
Most vendors apply a generic coaching model.
Ours uses nervous-system regulation as a practical performance tool to help leaders stay clear, deliberate, and effective under pressure, paired with organizational design thinking rather than personality typing or generic frameworks.
Request a written outline to scope an engagement.