We partner with our clients to create the coaching engagements that will work best for you, based on your needs, your team, your timing, and your budget. As a starting point, we offer three general types of engagements: Partnership coaching, where we work together one-on-one across a range of management questions; Project-based coaching, where we focus on one specific priority; and Systems and structures coaching, where we’re building the systems to support managers across your organization.

If you're looking for support with a challenge that isn't listed here, please reach out! We're happy to think through how we can best support you – or, if we can't support you ourselves, we'll do our best to help you find someone who can.

Who we work with

Our clients are typically executives or other managers who:

• Are leading an organization or team through a key change, like a time of significant growth or shifts in leadership; 

• Are working through new or particularly complex opportunities or challenges;

• Are looking for new approaches to a set of challenges on their team; or

• Know they can build even more effective teams by sharpening their own skills and strategies as managers.

We work with individual executives as well as with leadership teams, depending on your needs. With leadership teams, we work one-on-one with all or several leaders in an organization, and engage as a group where needed to create and solidify new approaches.

Partnership coaching

In our Partnership coaching, we work in collaboration with our clients to take on any and all of the management questions and challenges that can make your team stronger and healthier – including as a thought partner helping you think through the toughest questions, and with hands-on support and tools around specific systems and skills that will help your team make your biggest impact.

Project-based coaching

Sometimes what's most needed is real-time support in one key area and/or with work that has a specific upcoming deadline. You may need to retool your hiring systems to make them more effective and equitable ahead of a critical new hire, or finally (finally) get help making sure your senior team has strong, useful goals to make your work across the organization more effective.

Our Project-based coaching is designed to give leaders expertise and hands-on support in getting the top critical elements of management set up and embedded in your organization.

Systems and structures coaching

Our Systems and structures coaching is for leaders who want to make sure their teams can make their biggest impact by supporting excellent management across the organization. We work with you – often an executive director or another senior leader responsible for how the organization operates – to see where management is already working well and where it most needs support, to set up the structures so that every manager can be an excellent manager, and to make sure you can keep those structures healthy over time. Our aim is to leave you with the tools and systems to build and sustain strong management long after our work together ends.

What we work on

The range of skills, challenges, and questions that leaders wrestle with around management is enormous and looks different in every organization. Whether we're working with you on managing your own team or on building systems to support managers across the organization, we'll partner with you on whatever you need most.

The areas where we engage most often include:

• Hiring: Creating or strengthening hiring systems, with a particular view toward making sure that they are equitable and inclusive, and setting up new staff members for success

• Delegation: Handing off work to staff members in ways that truly set up the staff person and project to be successful

• Goals: Writing and using clear goals to drive your work throughout the year, either for individuals, teams, or the organization as a whole

• Feedback: Giving feedback that helps your staff members continue to grow and take on more leadership, inviting and hearing feedback as a manager, setting up and using performance evaluations, and creating a culture of feedback across the team

• Performance challenges: Thoughtfully working through difficult performance challenges, with the aim of allowing each staff person to excel in their roles, and, when that’s not possible, coming to a resolution that is fair to that person and allows the team overall to thrive

• Strengthening your team as a whole: Clarifying and improving communication across the team, giving staff members opportunities to stretch and grow, and inviting and including insights from across the team in making key decisions