Services
Coaching built around the people side of your strategy
Every engagement starts the same way: with listening. What follows is shaped by what your leaders actually need — clearer self-knowledge, a team that decides faster, sharper communication, or a transition handled well.
Profiling & Debrief
A clear, honest picture of how you lead — and how the people around you experience it.
Servant Leader Profiling is required for every one-to-one engagement. At this stage of your career we will not be guessing about your hard and soft wiring. Instead, we bring science and technology to our engagements.
We start every engagement the same way — by listening to what your leaders are really saying about each other and the business. Along the way I’ll use a few well-chosen leadership instruments, but the paperwork is never the point. The point is the conversation we have afterward, sitting down together without a clock running.
What usually happens is that a leader recognizes something they already half knew, and finally has words for it. From there we pick two or three things worth working on — not twenty — and I help you say them out loud to your team in your own language.
Team Facilitation
One-on-one leadership coaching for team facilitation: helping you and your team work smarter, better, together.
Team facilitation, the way I do it, starts with one-on-one coaching, and it starts with you, the senior leader. We set a regular cadence of thirty minutes together every week, and you introduce me to your direct reports, usually six to eight people.
I sit down privately with each of them for a one-on-one assessment profile debrief. People tell you things one-to-one that they will not say in a meeting, and the profile gives all of us a shared language from the start.
Then, in our weekly time, you and I decide where to begin. I take two of your people at a time through one to two months of one-on-one coaching, then the next two, and the next two, and I keep following up with everyone I have already coached. (For each one-on-one coaching journey, I follow my 10-Step Servant Coach Process as the framework.)
Over the course of a year, I become the executive coach to you and your whole team, with one goal: working smarter, better, together.
Think of me as being in your hip pocket. When an issue suddenly comes up, I already have history with everyone and I have profiled everyone, so I can go straight to the one person, the two or three people involved, or sit down with your whole team.
One-to-One Coaching
Private, steady work on the conversations that carry the most weight in your week.
This is quiet, confidential work between the two of us. We look at the real conversations in your calendar — the board update, the review you have been putting off, the customer call that went sideways — and we talk them through before and after. You try it, we look at how it went, you try it again.
I have been teaching the Dale Carnegie principles since 1989, and after all that time I still believe the same thing: people change when someone listens to them long enough to be trusted. Most of my clients stay six to twelve months, meeting a couple of times a month.
The 10-Step Servant Coach Process
What actually happens during a one-to-one engagement:
- Initial meeting with the sponsor.
- Meeting with the person to be coached: a coaching overview and a check on their interest.
- Go / no-go decision, with input from the participant and the coach to the sponsor.
- Executive profiles set up and completed within two weeks.
- Feedback team set up: 4 to 6 people, each interviewed in a 30-minute Microsoft Teams meeting.
- Debrief of the executive assessments with the profiling expert, the coach and the participant (60 minutes), plus 30 minutes reviewing the coach’s written summary with the participant.
- Coaching schedule set: eight two-hour live online sessions, about two weeks apart. Retainer agreed: unlimited texts, emails and 15 to 20-minute phone calls when needed, covering real-time people issues and questions from earlier sessions.
- The eight coaching sessions.
- Final report, written with the approval of the coaching participant.
- Final follow-up meeting with the coach, the participant’s sponsor and the participant’s leader: overview, ROI and recommendations.
Each step is described in detail in The Servant Coach.
Succession Work
The people side of handing a business or a role to whoever comes next.
I planned and ran a multi-year handoff of my own Dale Carnegie franchises, so I know how it feels from the inside — the pride, the second-guessing, and the strange grief of letting go of something you built. Your attorney and your accountant will handle the paperwork. I sit with the human part.
We talk about who is ready and what they still need, how to prepare the person stepping back so they can leave well, and what you will say to employees, clients and family, in what order. Done with enough time, a transition can be the best thing a leader ever does for the people they leave behind.
Questions
Frequently asked
- How long does a typical executive coaching engagement last?
- Most one-to-one engagements run six to twelve months. That is long enough for new behaviors to hold under pressure, and short enough to keep everyone accountable to real goals. We agree on the length, the goals and the measures before we begin.
- How often do we meet, and where?
- Sessions are typically twice monthly for 60 to 90 minutes, with brief check-ins between. Clients in central Pennsylvania often meet in person; everyone else meets by video. Team sessions and retreats are on site.
- Is what I say in coaching confidential?
- Yes. The content of our conversations stays between us. When an organization sponsors the coaching, we agree up front on what gets reported — usually progress against goals and themes, never transcripts of what you said.
- Which assessments do you use, and do I have to take one?
- Servant Leader Profiling uses a battery of high-end leadership and behavioral instruments chosen for your situation, debriefed in person. Yes. Profiling is part of every one-to-one engagement, because guessing about how a leader is wired is not good enough at this stage of a career.
Let's talk about the people side of your strategy.
A 20-minute intro call is the simplest place to start. No pitch — just a conversation about where your leadership is stuck and whether coaching would help.