Directors and senior managers who manage multiple teams, oversee complex initiatives, and serve as the critical connection between strategy and execution, including those whose potential has been underestimated.
● Getting stuck in tactical execution mode without space for the strategic thinking required to advance
● Managing managers who need development, not just direction, while shifting from being the expert to developing expertise in others
● Building credibility and influence with senior leadership for VP-level advancement, especially when you're being overlooked despite strong performance
● Navigating the gap between what executives want and what frontline teams can deliver
● Leading change initiatives where you must persuade, not command
● Creating high-performing teams despite limited resources, competing priorities, and systemic barriers others don't face
● Developing your own strategic perspective and leadership voice rather than just implementing others' strategies
● Strategic thinking and contribution beyond direct responsibilities, positioning for VP-level advancement
● Skills to develop managers into leaders who think critically and challenge assumptions
● Influence with senior leaders and leadership presence that commands respect from both managers and executives
● Capability to stress-test decisions and generate alternatives, not just execute plans
● Psychological safety in your teams that drives innovation, engagement, and retention
● Genuine confidence grounded in your strengths and identity rather than imitation of others, with the ability to advance without abandoning who you are
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