Vice Presidents and senior leaders who lead major functions, drive strategic initiatives, and translate executive vision into operational reality—especially those building influence in spaces that weren't designed with them in mind.
● Translating executive strategy into actionable plans while managing up and down simultaneously
● Building influence with C-suite peers and securing resources for their function
● Leading cross-functional initiatives where they lack direct authority over key players
● Developing directors and managers into strategic thinkers, not just tactical executors
● Navigating organizational politics without getting caught in middle management dynamics
● Balancing strategic thinking with operational oversight and performance pressure
● Positioning for C-suite advancement while delivering current functional results
● Building credibility in spaces where your competence is questioned despite your track record
● Managing the exhaustion of constantly having to prove you belong
● Strategic thinking capabilities that position them as C-suite ready
● Enhanced ability to stress-test functional strategies and generate alternatives
● Influence skills to drive cross-functional initiatives without formal authority
● Capability to develop their directors into strategic partners, not just task managers
● Ability to create psychological safety within their function that attracts and retains talent
● Confidence to lead as themselves—without shrinking to fit expectations
● Sustainable leadership practices that don't require 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 creating reinforcing change across departments and functions
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.
Option for Six-Month (12 Sessions) or Twelve-Month (24 Sessions) Program
What to expect:
● Sessions are confidential
● We start where the leader is
● Meet by video or phone call
● Bi-weekly session cadence (60 minutes each)
● Minimum standard six-month engagement
● Leaders gain insight and skill-building addressing real challenges
● Personalized program using the DESIGN Methodology grounded in evidence-based practice and a whole person perspective
● Leaders will be empowered through self-awareness, insight, action toward accomplishing goals, accountability, and provided with feedback on progress
● Provided are structure, tools, and curated resources, as appropriate
● Between sessions work consists of reflection, practice, and application
● Email and text support available between sessions
—Dr. Jacqueline Ashley