EXECUTIVE AND LEADERSHIP COACHING

Onboarding Guide

PURPOSE OF THIS GUIDE
This guide establishes the foundation for our work together. It is written for senior leaders who carry significant responsibility and who want their coaching experience to be focused, disciplined, and high value.

The intent is simple. Create clarity early. Align expectations. Position coaching as a strategic investment in your leadership effectiveness and organizational impact.

WHAT EXECUTIVE AND LEADERSHIP COACHING IS
Executive and leadership coaching is a structured, confidential partnership designed to strengthen how you think, decide, and lead in complex environments. It is grounded in the realities of your role, your business context, and the expectations placed on you as a leader.

Coaching provides protected space to slow down thinking where it matters most. We examine how you frame problems, make decisions, influence others, and execute through your leadership system. The focus is practical. Insight is only useful if it translates into better judgment, stronger leadership behaviors, and sustained results.

WHAT COACHING IS NOT
Coaching is not consulting. You are not handed answers or prescriptions. It is not therapy or counseling. It is not performance management or remediation.

This is also not a passive process. Coaching is designed to sharpen your thinking, not replace it. You remain accountable for decisions, actions, and outcomes.

ROLES AND RESPONSIBILITIES
This engagement is built on shared responsibility and mutual rigor.

As your coach, my role is to create structure, challenge assumptions, surface patterns that influence your leadership impact, and bring disciplined perspective grounded in leadership research and executive experience. I will help you stay focused on what matters most and hold accountability to the commitments you make.

Your role is to engage fully and honestly, arrive prepared, test new approaches in real situations, and reflect on the results. Coaching delivers value when insight is paired with action.

CO-DESIGNING YOUR COACHING EXPERIENCE
This is not a standardized program. It is a co-designed experience shaped by your role, your context, and the outcomes you care about most.

Early in our work, we will align on your current challenges, organizational priorities, and what must be different over the next six to twelve months. We will translate these into a small number of clear focus areas. Depth matters more than breadth. Focus is a leadership discipline.

Success is defined behaviorally and operationally. We pay attention to what changes in how you lead, how others experience your leadership, and how work gets done.

ENGAGING OTHERS TO ENRICH THE EXPERIENCE
Executive leadership does not happen in isolation. In some cases, selectively involving others can accelerate insight and accountability.

This may include targeted stakeholder input, brief feedback conversations, or identifying a sponsor or accountability partner. Any involvement of others is purposeful and limited. Feedback is used to sharpen awareness and inform development, not to evaluate or judge.

You retain control over who is involved and how input is used.

ASSESSMENTS AND QUESTIONNAIRES
We begin with insight rather than assumption. Carefully selected assessments and targeted questionnaires help establish a baseline and bring precision to the work.

We use one or two assessments at most. Each is chosen for relevance to your role and goals. Results are interpreted in context and translated into practical implications for leadership behavior and decision-making.

Assessments inform the work. They do not drive it.

THE COACHING JOURNEY
Leadership development is not linear. As insight increases, priorities may sharpen, focus may shift, and measures of success may evolve. This is expected.

What remains consistent is our commitment to disciplined conversations, action between sessions, reflection, and accountability. We revisit direction intentionally to ensure the work continues to serve what matters most.

You are not committing to a static plan. You are committing to sustained leadership effectiveness.

CLIENT INTAKE QUESTIONNAIRE
This questionnaire is designed to focus our work quickly and intentionally. Your responses will help us clarify what matters most, where leadership leverage exists, and how to position our work for impact. There are no right answers. Be direct.