Executive and Leadership Development

Assessment-led. Built for measurable change.

Objective insight → focused development → observable leadership behavior shift.

Book a 15-minute needs discussionWho this is for

Choose your engagement

Three options. Same evidence-based approach. Different depth and time horizon.

Tier A

Leader Signal

Get clarity fast. Identify 2–3 high-leverage focus areas.

Best for

New role, transition, “what should I work on?”

Timeline

2–3 weeks

Includes

  • •Targeted assessment set (context-driven)
  • •Integrated readout + synthesis
  • •Priority focus map (2–3 behaviors)

Deliverables

  • •Integrated Leadership Profile
  • •1-page Focus Map
  • •Closeout Summary

Measurement

Baseline measurement + closeout summary

Book to discuss
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Tier B

Leader Shift

Turn insight into observable behavior change in real work.

Best for

Pressure performance, presence, team leadership

Timeline

8–12 weeks

Includes

  • Everything in Leader Signal
  • •Coaching cadence + between-session practice
  • •Stakeholder feedback loop (lightweight)

Deliverables

  • •Integrated Leadership Profile
  • •Behavior Change Plan (2–3 priorities)
  • •Closeout Summary

Measurement

Behavior indicators + feedback verification

Book to discuss

Tier C

Leader Transform

Close the loop with follow-up measurement and sustainment.

Best for

High-stakes roles, succession, CEO/board visibility

Timeline

12–20 weeks

Includes

  • Everything in Leader Shift
  • •Follow-up measurement (select tools)
  • •Sustainment plan

Deliverables

  • •Integrated Leadership Profile
  • •Before/After comparison
  • •Sustainment plan

Measurement

Follow-up assessment + verified deltas

Book to discuss
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Built for leaders who want the truth

If this is a fit, scroll down to see the process: assess → plan → develop → coach → measure.

Great fit if you are:

  • A senior leader navigating growth, transition, or increased scope
  • Open to data, feedback, and behavior change (not just insight)
  • Looking for decision quality and performance that holds under pressure

Not a fit for:

  • Performance remediation, crisis intervention, or compliance coaching
  • “Talk-only” coaching without practice, reflection, and follow-through
  • Unlimited availability or open-ended engagements
Assess
Plan
Develop
Coach
Measure

Validated assessments. Practical insight.

We use a small, deliberate set of tools to understand how you lead, what drives you, and what shows up under pressure.

Versatility under pressure

See where your leadership style over-rotates and where range is needed.

Outcome: clear signal on balance and impact.

Derailment risk + drivers

Understand what shows up under stress and what truly motivates you.

Outcome: reduce derailment risk before it shows up.

Real-world pattern evidence

Surface behavioral patterns from high-stakes incidents, not hypotheticals.

Outcome: evidence beyond self-report or personality alone.

Tools may include leadership 360 instruments and validated personality measures. Selection is context-driven.

From data to a focused plan

No single assessment drives development. We integrate signals into one clear leadership picture and a practical plan.

Scalable strengths

Capabilities that drive results and scale with increased responsibility.

Risk factors under pressure

Patterns that emerge under stress and undermine effectiveness.

Motivational alignment

Fit between values, role demands, and operating environment.

Repeating patterns

Themes from real incidents that reveal operating style.

Leadership behavior

  • •Stop / start / sustain
  • •Triggers and pressure points

Business application

  • •Team leadership
  • •Decision-making
  • •Stakeholder impact

Measurement

  • •Observable behavior shifts
  • •Feedback indicators
  • •Assessment benchmarks

The development focus lives at the intersection of behavior, personality, and context.

Coaching applied to real work

Sessions are anchored in current leadership situations, with practice between sessions.

1

Focus

One behavior at a time

2

Apply

Use in live situations

3

Review

What happened, why

4

Refine

Adjust and repeat

Repeat until the behavior holds under pressure.

Progress is measured, not assumed

At the end of the engagement, we evaluate change through follow-up review and measurable indicators.

Leadership balance shift

Movement toward a more versatile leadership approach.

Reduced derailment risk

Better management of stress responses and triggers.

Improved role alignment

Stronger fit between motivators and role demands.

Verified behavior change

Observable differences in leadership action over time.

Start with insight

A short conversation to determine fit on both sides.

Book a 15 Minute Needs Discussion

This is not conversational coaching.
This is assessment-driven leadership development with measurable outcomes.