There’s more to leadership than the role

Leadership changes what you’re responsible for, but it can also change the relationships around you, what others expect from you and what you expect from yourself.

Leadership can bring greater responsibility, changing relationships and decisions that don’t always have an obvious answer. You may be settling into a new role, leading through change, managing a challenging relationship or thinking more deliberately about how you want to lead.

Our conversations stay close to the realities of your leadership. We can look at how you’re approaching decisions, relationships and responsibility, what you’re noticing about yourself, and where familiar patterns may be influencing how you respond. Neuroscience can offer another lens for understanding those patterns and what may be happening beneath them.

Sometimes the focus is immediate — a decision, a conversation, a relationship or a change in responsibility. At other times, it goes deeper into how you lead, what you’re learning about yourself and where you want to develop.

You can bring what is happening as it happens, rather than separating your development as a leader from the realities of doing the job.

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Where our work can take us

Understanding Yourself

Develop a deeper understanding of what shapes how you lead — your strengths, values, patterns, experiences and reactions. Notice what you tend to rely on, what may be influencing you, and where another perspective changes what you see.

Expanding Your Range

Leadership happens through people. Look more closely at the relationships and conversations that come with the role — how you communicate, respond to tension, give feedback, set expectations and work with perspectives that may not match your own.

Growing Your Impact

As your responsibilities grow, so does the context around your decisions. Look beyond the immediate situation to the broader organization, competing priorities and the influence you have through how you contribute, make decisions and lead change.

Choose what fits

You may want one conversation around something specific, or more time to work on your leadership as situations develop. Coaching can also be shaped around the needs of an organization or a particular leadership context.

The options below give you a sense of how we can work together. If you’re unsure which fits, I’ll recommend an approach when we talk.

  • Sometimes there is something specific you want to think through — a decision, conversation, relationship, opportunity or situation that would benefit from dedicated attention.

    We use the session to look at what’s happening, bring in another perspective and work through what feels most useful to you.

    Sessions are booked as needed, with no ongoing commitment. Assessments can be added when useful.

  • Focused Development usually takes place over three to four months, giving us time to stay with an area of your leadership while working with what is happening in your role along the way.

    We establish an initial focus and build from one conversation to the next. Real situations become part of the work, creating opportunities to notice patterns, try new approaches and learn from what happens.

    We pause periodically to notice what is developing and adjust the focus as needed. Assessments may be included when they add useful insight.

    All assessments, tools and materials are included.

  • Six months gives us more time to understand what is shaping how you lead and work with what becomes visible along the way.

    We can move between your broader development and the realities of your role — relationships, decisions, changing responsibilities and situations that emerge. There is time to notice recurring patterns, experiment with new approaches and see what changes across different circumstances.

    Assessments may be used to deepen your understanding of yourself and add another lens to our conversations. We pause at points along the way to look at what is changing, where you want to go deeper and what has become important since we began.

    At the end, we look back at what has developed and what you want to carry into your leadership beyond our work together.

    All assessments, tools and materials are included.

  • Sometimes a three- or six-month structure isn’t the right fit, particularly when coaching is being sponsored by an organization or connected to a particular leadership need.

    A custom engagement can be shaped around the person, the context and what the organization is looking to support. Length, session frequency, assessments and other elements can be adjusted accordingly.

    We agree on the scope and approach at the outset, including how organizational involvement and confidentiality will be handled, while leaving room for the work itself to develop around the individual leader.

    Pricing is established upfront based on the engagement.