Transformation Coaching

Executive & Management Coaching

Whether you choose individual executive coaching or our 14-week coaching program, we guide you through enterprise transformational change. The program provides the best of Executive Coaching with the strategies and tactics required for sponsoring and leading enterprise-wide transformational change.

What would you give to ensure your management teams knew how to support transformational change at all levels of the organization?

Developed in 2012, our 14-week program provides leaders with the agility and accompanying toolset to support enterprise transformational change within complex environments. Whether your teams are located in a single office environment or are spread throughout various branch offices, our flexible coaching program lays the foundation for supporting transformational change within your organization. Download our full brochure:


  • Clarifying multi-level expectations in managing transformational change.
  • Collaboration with high engagement from leadership to front-lines.
  • Building alignment and operational consistency for rolling out transformational change on a large scale.
  • Building transparent processes for enterprise transformation.
  • Defining and meeting success measures.

The Program

Expectations: Weeks 1-4

  • Roles and Responsibilities in managing change
  • Change team structure and complexity
  • Setting the vision – conveying a future state for the change.
  • Defining success – metrics that matter for change adoption.

“I wasn’t planning to lead, I was standing in the back and then everyone turned around.”

~ Avery Hiebert

Alignment: Weeks 5-10

  • Exploring organizational engagement strategies (and why email isn’t it)
  • Uniting the change team and the technical team
  • Understanding touch points and impact events
  • Communication and organizational change management
  • Stakeholder needs and the change plan
  • Training and the significance of relevance for change

“People don’t resist change. They resist being changed!”

~ Peter Senge

Transparency: Weeks 11-14

  • Roadshows and Journey Maps
  • Managing resistance through the change continuum
  • Feedback and metrics analysis
  • Reviewing and messaging the results

“What we tolerate, we propogate”

~Patti Blackstaffe 

Who is a Candidate for Coaching?

  • Executives and CEOs in areas of responsibility.
  • Transformation sponsors and leaders of change
  • Business owners, managers, and leaders from organizations of any size.
  • Project teams leading ongoing change initiatives within the organization.
  • HR groups being asked to support organization-wide changes.
  • Teams being asked to integrate through mergers and acquisitions.
  • Leaders being asked to manage separations as the result of downsizing and or subsidiary sales.
  • Performance challenges for teams or individuals.
  • Groups seeking a unified vision or goals.
  • Leaders or groups dealing with conflict, communication, trust, or other workplace challenges.

 Are There Different Kinds of Coaching?

There are. Coaching geared toward an outcomes-based plan for the individual or group provides the best results. Here are some different types of coaching available.

Coaching for Change and Transformation: Typically performed at the executive or sponsorship level: focuses on providing consultative insight and perspective regarding change or transformation and is available throughout a transformation or change initiative. Coaching time frame follows the transformation or change contract.

Coaching at the Executive Level: Typically performed with higher level executives: focuses on providing consultative insight and perspective, constructive feedback (which is often hard to get at higher levels), and a talking partner: time frame varies, but often “on call” for the executive.

Coaching for Skills: Purpose is to learn or improve specific skills ( including soft or interpersonal skills): focuses on a specific challenge, task, or project; typically a shorter term engagement.

Coaching for Performance: Focuses on the client/team’s present role, the purpose is to support more effective work habits or to address performance issues; typically a bit longer of an engagement (several months).

Coaching for development: Focuses on the client’s future job: Purpose is to heighten certain skills or change others, encourage long-term development for the purpose of advancing their career; often for high potentials’ typically longer than several months (likely a year or more).

Meet Your Outcomes

  • Outcomes may change during the coaching process as clarity is gained through coaching, our programs are flexible and dynamic because our greatest successes depend on your success.
  • You define the goals, we help you meet them.
  • Appreciative inquiry allows for both introspection and discovery through coaching sessions.

What is the Time Period?

  • The average coaching contract is typically 3, 6, or 12 months depending on outcomes and client need.

Download our full brochure:

 Contact us at 1.855.968.5323

An excellent video on YouTube describes the value of coaching: