CEOs, Presidents, Chief Officers, and other C-suite executives who set organizational strategy, shape culture, and drive enterprise-wide transformation, including those who've had to navigate additional barriers to get there.
● Making high-stakes decisions with incomplete information, competing stakeholders, and assumptions no one has challenged
● Building coalition across the C-suite and board when divergent priorities, organizational politics, and existing power dynamics work against you
● Creating psychological safety at scale while maintaining accountability for results
● Leading authentically when your leadership style doesn't match what the organization has historically rewarded
● Navigating the additional scrutiny and subtle acts of exclusion that come with being one of the few in the room who look like you
● Leading through uncertainty, disruption, or organizational crisis without defaulting to what's comfortable
● Developing the next generation of leaders to think strategically and challenge assumptions, not just execute
● Strategic decision-making that systematically challenges assumptions and generates alternatives before committing
● Influence and coalition-building across complex stakeholder landscapes, including dynamics where your credibility is questioned despite your track record
● Executive presence grounded in emotional intelligence, strategic rigor, and who you actually are rather than who you think you're supposed to be
● Ability to create sustainable culture transformation and psychological safety that enables innovation, candid feedback, and retention of diverse talent
● Capacity to develop other leaders who can think critically and challenge assumptions across the organization
● Sustainable leadership practices that don't require conformity or exhaustion to succeed
Corporate Programs
● Leaders with organizational mandate and resources to drive broader change
● Integration with HR systems, succession planning, and cultural initiatives
● Permission to transform systems beyond individual sphere of influence
● Organizational commitment to sustained culture transformation
● When multiple leaders participate: compound impact across the organization
Individual Program
● Change agents working within their current sphere of influence
● Personal investment without organizational mandate
● Confidential development focused on individual advancement
● Working within existing organizational constraints and politics
When organizations provide mandate and resources, even a single leader can drive broader systemic change rather than working within existing constraints. When multiple leaders participate simultaneously, they create reinforcing transformation across departments that individual coaching cannot achieve. Corporate programs integrate with organizational systems and provide the sustained commitment needed for lasting culture transformation.
12-Month Comprehensive Development
● 24 bi-weekly coaching sessions (60 minutes each)
● Four dedicated Red Team strategy sessions on critical business challenges (one per quarter)
● Comprehensive CliftonStrengths and EI development
● Email and text support between sessions
● HR/L&D partnership for organizational alignment
Six-Month Minimum Engagement
Our 6-month minimum ensures sufficient time for sustainable behavioral change and organizational impact. At the halfway point, organizations assess progress and decide whether to continue for the full transformation.
Organizations that sponsor leaders through DESIGN receive optional progress alignment with HR and L&D partners, ensuring the coaching investment connects to broader organizational development goals. Reporting structure is agreed upon between the organization, the leader, and the coach to maintain trust and confidentiality.
—Dr. Jacqueline Ashley