Developmental Coaching

The Challenge

The client was a relatively new addition to the senior leadership team and also the most junior member by age and experience. She was highly intelligent, very driven, professional, and exact. Her work ethic was exemplary, but she often ended up doing too much of the work herself.

The opportunity was to help her evolve into a full member of the executive leadership team and to become a stronger leader of her people.

The Solution

To build insights for the coaching assignment we used two assessments. First, we administered a full psychometric assessment to determine key strengths and development needs as measured against the organization’s competencies and priorities. Second, we used the Leadership Effectiveness Analysis (LEA) 360 to help her understand her impact on others in the organization and how they saw her key strengths and development needs.

The main focus of the coaching was to help the client become a stronger leader, both with her team and at the executive team level. Special emphasis was placed on learning how to drive results by effectively managing resources and processes. With the support of the coach, the client went through extensive situational debriefs. She also received coaching on how to manage difficult relationships and conversations, plan and prioritize work, assess her team and ensure she had the right resources, and handle organizational dynamics. The client also had the opportunity to review literature and research on effective leadership.

The Result

The client became empowered in her executive role and built an effective team. She applied her new skills in successfully leading the organization through a complex regulatory process. Most recently, she assumed an interim cross-functional role, demonstrating her increased ability to operate across divisions within the organization.

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Organization Size

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12 months
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Employees Impacted