Executive Team Coaching
Strong individual leaders don't automatically make a strong team. This is the work of building one.
30 minutes · Diagnostic, not a pitch · No commitment
Most leadership teams don't have a talent problem. They have a system problem.
Individually capable, each person performing at a high level - and yet something is off. Decisions take longer than they should. Alignment feels performative. The same tensions resurface in different meetings. The friction is real, but nobody has quite named what's generating it.
That pattern has a structure. Most executive misalignment is structural, not personal. It shows up as personality clash or communication breakdown, but the root is usually something simpler: different mental models about priorities, different decision-making styles with no shared language, or a team identity that never caught up to the company it's now running.
The work here is to name what's generating the friction - and build a team that performs as a system, not just a collection of strong individuals.
Who It's For
C-suite, founder + co-founders, and executive committees where:
- Strategic alignment is shaky despite individually strong leaders
- Communication patterns produce friction or unspoken conflict
- Decisions take too long or fail to stick once made
- The team is functional but not yet cohesive - and the difference is starting to cost
- A new leader has joined and the team is reforming
- The company is scaling and the leadership team needs to scale with it
What We Work On
Shared Vision
Alignment around common goals, strategic priorities, and what success actually looks like - not the surface version everyone pretends to agree on.
Communication
Trust, navigating difficult conversations, and addressing the unspoken. Most executive misalignment is structural, not personal - naming it is the first move.
Collective Decision-Making
Frameworks for faster, more confident group decisions that don't get re-litigated. A shared language for how the team makes calls.
High Performance
Moving from a group of leaders to a cohesive team that performs as one. Each leader sharper on their role inside the system, not just their function.
How It Works
Discovery
Assess current team dynamics, identify the real challenges - often different from the stated ones. The presenting problem is rarely the whole problem.
Design
Create a coaching program tailored to the team and the engagement scope. Sessions structured around real business challenges, not abstract exercises.
Engage
Facilitate the work - a mix of full-team workshops and smaller pairings. Online or in-person, depending on the team and what the challenge calls for.
Embed
Build lasting habits and accountability structures so the change holds after I'm out. The work doesn't end when the engagement does.
Outcomes
Pricing
By Engagement
Pricing depends on team size, duration, format (online/in-person), and the specific design.
Start with a discovery call to scope the engagement - no pitch, no pressure. We figure out what the team actually needs and whether this is the right fit.
Common Questions
Not sure this is the right format?
Executive Team Coaching works on the team as a system. Two other business formats might be a better fit depending on what's needed:
Leadership Development · Custom engagement
If the need is building leadership capacity across your organization - not fixing the current team, but developing the next tier.
Strategic Facilitation · Custom engagement
If you need expert facilitation for a specific high-stakes conversation - an offsite, a planning session, a complex decision - rather than an ongoing coaching engagement.
Start with a conversation
30 minutes to understand what you're working on and whether this is the right fit. Diagnostic, not a pitch.
Schedule a CallNo commitment · No pressure · Just clarity on whether this makes sense