Welcome
Thank you for the trust you're putting in this coaching partnership. We're glad to be doing this work together.
Two steps to get started.
The Sequence
One step to complete before your first session. Everything else is added only if it's useful for your specific situation.
Who you are, what you're stepping into, your coaching focus, the executive challenges and opportunities ahead of you, and an initial 3 goals for the work. If you've completed personality or leadership assessments elsewhere, you can attach them here.
Regular sessions grounded in your questionnaire and, where it's brought in, stakeholder input.
The 3 initial goals from your questionnaire get sharpened into 2 to 3 with a clear way to measure whether each one is actually happening, once there's real coaching context behind them.
Check-ins at whatever cadence and milestones are contracted for this engagement, to see whether the work is landing and adjust if it isn't.
After the coaching relationship formally ends, a final check on what stuck without the coach in the room.
Why It's Built This Way
At your level of leading, the work is always dynamic. Whoever is backing this work, a CEO, a board, an executive committee, has already set direction. The goals often already exist.
So this track starts from what you already know about your own role and mandate, captured directly in the questionnaire. Anything more structured, a formal competency sort, a broader stakeholder round, gets added deliberately, only where it will actually change how the work proceeds.
It's fewer steps up front, not less rigor. The rigor shows up in the sessions themselves.
Getting the Most From This
Coaching works in proportion to what you bring to it. A few things that make the difference.
Before your first session, get specific: your goals, where you're strongest and weakest right now, the challenges you're actually facing, and the impact you want to have.
This works when you're honest, not polished. Be ready to talk about what's genuinely hard, what hasn't worked, and where your own assumptions might be part of the problem.
Coaching isn't something that happens to you in the room. Protect time for sessions and reflection, complete pre-work fully, and follow through on what you agree to between sessions.
Tell your coach honestly what's landing and what isn't. Say what kind of feedback actually helps you. Stay open to approaches you wouldn't have tried on your own.
Confidentiality
What you share, in the Coaching Questionnaire and in coaching sessions, stays between you and your coach, unless you choose to share it yourself.
Where a stakeholder provides input, they are a partner in outcomes, not an observer of the coaching sessions. Their input stays with the coach and is not passed along verbatim to you. Anything that reaches you from that input is a facilitated summary the coach prepares, not a forwarded copy of their raw responses.
Getting Started
Your coach will follow up directly on anything else.
Complete before your first session, about 30 minutes.
Start Coaching Questionnaire