Leadership Coaching

Senior Managers and Directors play the most critical role in your organization…

The gap between broad-brush directives of top executives (“Make it so!”) and the level of detail needed by individuals who will get the job done can be vast. Senior Managers and Directors play a crucial role in bridging this gap. They translate the big picture into tactics and motivate staff to take action. They are the fulcrum point between vision and action. Their leadership capabilities can make or break an organization’s ability to get things done.

Since opening our practice in 2007, we have coached over 700 mid-level leaders. As a result, we have an in-depth understanding of the challenges Senior Managers and Directors face. We’ve seen the powerful impact coaching one leader on his/her unique personal leadership challenges can have on the success of the whole organization.

We developed the LIDDS™ model to focus leaders on the five core skills that lead to success at the mid-level and include this focus in all of our coaching programs.

More about LIDDS™

Leadership Presence. With increased seniority, your presence as a leader in the room becomes the most powerful tool in your toolkit. We help leaders explore and develop the type of leader they want to become:

  • Who are you when you walk in the room? Are you confident? Do people experience you as a leader at the table? Do you speak up and add value?
  • What is the impact of your presence in the room? Are you a calming influence in times of stress and change? Do you stimulate a team’s thinking and help people focus on what’s most important? Do you support your team’s success?

Influence Skills. For senior leaders, a core competence is getting things done through others. We coach leaders to effectively:

  • influence peers across functional boundaries
  • influence up with top leadership to set strategy, obtain resources, and gain buy-in

Developing Staff. Many leaders struggle to let go of the individual contributions that made them successful in the past. We help leaders become even more effective by mastering the art of coaching and developing staff to take on delegated responsibilities the leader must hand off to focus on strategy.

Delegating Effectively. When you delegate to staff, do you always get the results you expect? Even with a well-developed staff, delegating effectively can pose challenges. We coach leaders on best practices for creating independence, accountability, and improved results from staff.

Strategic Focus. A critical developmental stage for mid-level leaders is learning to be strategic. Many leaders struggle to understand what “being strategic” means and how to create a focus on strategy in their busy day. This is a critical skill gap for organizations, which depend on senior leadership to set strategy and mobilize staff to execute it. We coach leaders to recognize opportunities to “get up on the balcony,” develop critical strategic thinking skills and overcome time-management barriers.

We offer four coaching programs aimed at different levels of leadership challenges. Or let us customize a program for your unique situation.

Leadership Effectiveness Coaching Program

Even valued leaders with a great track record have skill gaps ways in which they could increase their effectiveness and add even more value. Our Leadership Effectiveness Coaching Program provides personalized leadership development, targeted at specific skill gaps and development opportunities in the context of your current work challenges. General goals of this program include developing leadership presence, strategic thinking, influence management, stakeholder management, team development, and delegation skills. Other goals specific to your needs are developed in the first coaching sessions, with input from others as appropriate.

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The Leadership Effectiveness Coaching Program includes the following components:

Goal-setting phase. Program success is measured through SMART goals with observable behavior changes things you do and say that people can directly observe you doing more or less. We build your goals through a combination of input from your own self-assessment and input from others (see Assessment phase). Your manager can choose to be involved in setting goals for your coaching program through:

  • Input and/or feedback through conversations with you
  • Collaborative session with both of us
  • 1:1 conversation with your coach

Assessment phase. Up to six 15-minute confidential interviews with key staff, co-workers or stakeholders to give your coach additional insights into your strengths and areas for development.** Review and analysis of other data points such as a recent 360 feedback survey or performance review. Done concurrently with ongoing weekly coaching sessions.

Weekly coaching sessions. Leadership Effectiveness Coaching Program is a 6-month program with 12 hours of coaching, typically scheduled as 4 sessions @ 60 minutes for the first month, then 16 sessions @ 30 minutes for the next 5 months. Front-end depth, with long-term refinement.

Unlimited “laser coaching.” Quick 5-10 minute coaching is available during work days between sessions for time-sensitive input e.g., quick thought-partner for a time-critical issue, review, and feedback on draft materials for an upcoming meeting.

Mid-point feedback. 15-minute phone sessions or email. An optional step mid-way through the coaching process for your manager and others included in the initial assessment phase to provide feedback on your progress.

Evaluation. Final written feedback from your manager to assess progress made on your goals. Optionally, others initially interviewed can be included in this process.

Transition. During the final session of the program, we review initial coaching goals, evaluate whether success criteria have been met, and assess whether there are additional coaching goals to pursue. End contract or renew contract and continue work, as appropriate.

*All work done in phone sessions; travel for occasional onsite sessions negotiated for additional travel fees. Total program fee due on initiation of coaching contract.

**Additional fee for written summary of interview feedback; to maintain confidentiality, original comments may be edited and aggregated.

Talent with Potential Coaching Program

If you are a candidate for the Talent with Potential Coaching Program, you already possess strong leadership skills. Taking on a new, expanded level of leadership requires you to push those skills further and become even more refined in how you develop yourself. What will make you a great leader is your leadership presence and the ability to contribute strategically, influence at all levels, and develop and delegate effectively so that you have time to lead strategically. The Talent with Potential Coaching Program covers these core skills and other goals specific to you.

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The Talent with Potential Coaching Program includes the following components:

Goal-setting phase. Program success is measured through SMART goals with observable behavior changes things you do and say that people can directly observe you doing more or less. We build your goals through a combination of input from your own self-assessment and input from others (see Assessment phase). Your manager can choose to be involved in setting goals for your coaching program through:

  • Input and/or feedback through conversations with you
  • Collaborative session with both of us
  • 1:1 conversation with your coach

Assessment phase. Up to six 15-minute confidential interviews with key staff, co-workers or stakeholders to give your coach additional insights into your strengths and areas for development.** Review and analysis of other data points such as a recent 360 feedback survey or performance review. Done concurrently with ongoing weekly coaching sessions.

Weekly coaching sessions. Talent with Potential Coaching Program is a 4-month program with 10 hours of coaching: 4 sessions @ 60 minutes during the first month, then 12 sessions @ 30 minutes over next 3 months. Brief, deep focus to quickly refine skills.

Unlimited “laser coaching”. Quick 5-10 minute coaching is available during work days between sessions for time-sensitive input e.g., quick thought-partner for a time-critical issue, review and feedback on draft materials for an upcoming meeting.

Feedback and Evaluation. Final 15-minute phone interviews or written feedback from your manager to assess progress made on your goals. Optionally, others initially interviewed can be included in this process.

Transition. During the final session of the program, we review initial coaching goals, evaluate whether success criteria have been met, and assess whether there are additional coaching goals to pursue. End contract or renew contract and continue work, as appropriate.

*All work done in phone sessions; travel for occasional onsite sessions negotiated for additional travel fees. Total program fee due on initiation of coaching contract.

**Additional fee for written summary of interview feedback; to maintain confidentiality, original comments may be edited and aggregated.

180 Coaching Program

180 Coaching™ is “turnaround” coaching for a valued employee with a serious performance or leadership issue. The value the leader or employee brings to the organization is worth the investment in their development. 180 coaching may begin with the coachee in some state of resistance—they may be shocked by the feedback, not in agreement with the problem as defined by others, and/or see coaching as punitive.

Critical success factors for 180 Coaching:

  • Rapport between coach and coachee. The coachee must feel they have some choice in coach selection. 180 Coaching can be a very difficult, demanding process. Rapport and trust is vital to success.
  • Willingness of coachee to engage in the coaching process. Even if they aren’t quite ready for all the change that might be required, a willingness to be in the coaching program is needed.
  • Willingness of coachee’s manager to encourage development and hold them accountable for making agreed upon changes. There is no incentive to change without this.
  • Coach’s partnership with HR and coachee’s manager. While the coachee works to change behaviors, affected parties involved often remain entrenched in the old dynamic. Partnership between coach, HR, and manager can help to troubleshoot and fully resolve the situation.

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The 180 Coaching program includes the following components:

Goal-setting phase. We create SMART goals with observable behavior changes things everyone will see the coachee do and say differently. The coach defines these goals through input from the coachee’s manager and affected parties, then presents the goals to the coachee, their manager, and, if appropriate, HR for final buy-in.

Assessment phase. Conduct up to six 30-minute confidential interviews with key staff, co-workers, or affected parties for coach to gain insight into situation and behavior change required.** This work is done concurrently with ongoing weekly coaching sessions and informs goal setting.

Weekly coaching sessions. 180 Coaching is a 6-month program, with 12 sessions at 60 minutes over the first 3 months, then 12 sessions at 30 minutes for the final 3 months. Sufficient time and intensity to overcome resistance and make lasting change.

Unlimited “laser coaching”. Quick 5-10 minute coaching is available during work days between sessions for time-sensitive input e.g., quick thought-partner for a time-critical issue, review and feedback on draft materials for an upcoming meeting.

Mid-point feedback. 20-30 minute phone sessions with managers and others included in the initial assessment phase to provide me with feedback on coachee’s progress.

Evaluation. Final written feedback from your manager to assess progress made on your goals. Optionally, others initially interviewed can be included in this process.

Evaluation. Final written feedback from manager and others initially assessed to determine progress made on goals. End contract or renew contract and continue work, as appropriate.

*All work done in phone sessions; travel for occasional onsite sessions negotiated for additional travel fees. Total program fee due on initiation of coaching contract.

**Additional fee for written summary of interview feedback; to maintain confidentiality, original comments may be edited and aggregated.

Speak with Confidence Coaching Program

Your ability to speak up with confidence and have your voice be heard ripples through every aspect of your leadership. It’s an essential factor in your success as a leader. Our Speak with Confidence Coaching Program provides personalized leadership development to strengthen your confidence and leadership presence when you speak.

General goals of this program include how to:

  • overcome physical symptoms of nervousness
  • recover from “blank mind”
  • use your body and voice to project confidence and create rapport with your audience
  • organize your information to be heard clearly
  • present effectively to senior leaders

Other goals specific to your needs are developed in the first coaching sessions, with input from others as appropriate.

Show Program Details

The Speak with Confidence Coaching Program includes the following components:

Goal-setting phase. Program success is measured through SMART goals with observable behavior changes things you do and say that people can directly observe you doing more or less. We build your goals through a combination of input from your own self-assessment and input from others (see Assessment phase). Your manager can choose to be involved in setting goals for your coaching program through:

  • Input and/or feedback through conversations with you
  • Collaborative session with both of us
  • 1:1 conversation with your coach

Assessment phase. Up to six 15-minute confidential interviews with your choice of key staff, co-workers, or stakeholders to give your coach additional insights into your strengths and areas for development.** Review and analysis of other data points, such as a recent 360 feedback survey or performance review, as needed. Done concurrently with ongoing weekly coaching sessions.

Weekly coaching sessions. Speak with Confidence Coaching Program is a 3-month program with 12 hours of coaching, scheduled as 4 sessions @ 60 minutes for the first month, then 8 sessions @ 30-minutes for the next 2 months.

Unlimited “laser coaching.” Quick 5-10 minute coaching is available during work days between sessions for time-sensitive input e.g., quick thought-partner for a time-critical issue, review and feedback on draft materials for an upcoming meeting.

Feedback and Evaluation. Final 15-minute phone interviews or written feedback from your manager to assess progress made on your goals. Optionally, others initially interviewed can be included in this process.

Transition. During the final session of the program, we review initial coaching goals, evaluate whether success criteria have been met, and assess whether there are additional coaching goals to pursue. End contract or renew contract and continue work, as appropriate.

*All work done in phone sessions; travel for occasional onsite sessions negotiated for additional travel fees. Total program fee due on initiation of coaching contract.

**Additional fee for written summary of interview feedback; to maintain confidentiality, original comments may be edited and aggregated.

For a Free Introductory Coaching Session

Success Stories…

“My executive coaching time with Jane was some of the most valuable hours I have spent as a leader. The experience was not about ‘performance needs improvement,’ but about growing oneself to the next level of leadership, stretching oneself to be the best one can be. It provided great insight into things I knew about myself, personally, but didn’t know were ‘showing up’ at the office. I continue to use what I learned every day, and I and others can see the difference this level of coaching has made.”

Karianne Holguin
Karianne HolguinManaging Director, Process Management and Analysis

“Jane Cavanaugh is a sensational consultant, facilitator and leadership coach. As an HR Leader, I’ve had the pleasure of not only being coached by Jane, but I’ve also contracted her services for many of my key internal clients. All of these engagements concluded successfully and yielded results that exceeded the clients’ expectations. My internal clients consistently provide feedback such as…
• “Jane is extremely insightful and challenges you to think in new ways.”
• “Jane asks tough questions that allow for the creation of business solutions you wouldn’t have thought of otherwise. I appreciate the support!”
I would recommend Jane’s services to anyone that is serious about building talent!”

Christopher Henry
Christopher HenryCorporate Vice President of Talent and Change Management at Sutter Health

“Susannah is an exceptional facilitator, presenter and coach. She is equally effective with frontline leaders and high level executives. She has a great skill of creating trust/comfort with individuals and groups, and then pushing them to challenge their thinking and consider new perspectives. Susannah gets excellent results in collaboration with others by combining her strong experience, intelligence and expertise with a great sense of humor and an approachable style.”

David Hall
David HallPrincipal Consultant, National Leadership Development at Kaiser Permanente

“Of all the money spent on my training, coaching has been the best investment. The coaching program I went through with Jane allowed me to learn and implement things incrementally. I made real change that led to a complete turnaround in my career. I’m really grateful to have had this opportunity.”

Tony Vecchiet
Tony VecchietSenior Manager IT Operations

“Susannah is the real deal. We’ve hired her to work with some of our key executives for both general exec coaching and presentation coaching. So many of the coaches I’ve worked with in the past have a very general focus and no real direction in what/how they’re working on with clients. Susannah makes sure that the purpose and outcomes are laid out up front and that each session is leading us closer to those objectives. She is the one that our executives ask for when they’re prepping for a presentation, wanting to tell a story, and/or needing to deepen their leadership capabilities. I, personally, have also worked with Susannah and find her to be a great mix of support + encouragement AND holding me accountable for what I said I was going to do.”

Melissa Daimler
Melissa DaimlerPeople & Organizational Development Executive

“Susannah is an inspirational leader. She is an extraordinary teacher and knows how to bring out the best in other people. As a Coach she seeks to understand, challenges others and holds people accountable. Her classroom facilitation skills are outstanding. I highly recommend Susannah as a coach and facilitator. ”

Kathy Reddick
Kathy ReddickVP Talent Development and Employee Experience

“I’ve known and/or worked with Jane for over 4 years, and somehow, in her inimitable style, she not only coached me without me even knowing it, but also filled that role for other senior people in our [former] organization.

Whether Jane’s facilitating, running training sessions, or coaching executives, it’s not a contrived method. She comes at it from a place of curiosity. Jane is naturally curious about people, organizations, and processes, and she asks good, thought-provoking questions to get us to think. This is the mark of a good coach. Even though coaching programs can teach this skill, it’s best done as part of the coach’s natural DNA – and this describes Jane. I would call on her anytime to help me with any issues I’m addressing. She lends great credibility to all that she does.”

Ed Martin
Ed MartinFormer VP of Learning & Development, Pandora

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