Who This is For
This engagement is for leaders who are done diagnosing the problem and ready to do something about it. You've received the feedback. You've had the self-awareness moment. You may have even tried to address it on your own. What you haven't had is a structured, expert-guided process with accountability built in and behavioral science underneath it.
It's the right fit if you're in one of these situations:
- You're in a leadership role where your behavioral patterns are visibly affecting your team's performance, culture, or trust in you, and the cost of not addressing it is getting harder to ignore
- You've been promoted into a role that demands a different version of your leadership, and you need to develop that version deliberately rather than hope it emerges on its own
- You've received consistent feedback (from a manager, a 360, a coach, or a team member) about a specific behavioral pattern, and you want to address it with rigor rather than good intentions
- You're preparing for an executive transition and want to show up to the new role as the leader it requires, not the leader your last role trained you to be
- You've done the Breakthrough Session or the Deep Dive, and you know what needs to change. Now you need the structure to actually change it
This engagement requires genuine commitment. Six sessions over 90 days is not a significant time investment. Showing up honestly, doing the work between sessions, and tolerating the discomfort of real behavioral change is. If you're looking for validation and encouragement, this is not the right fit. If you're looking for measurable development, it is.
What You'll Come Away With
Your engagement includes the Behavioral Excellence Profile™ Leadership. This 65-page DISC report goes beyond behavioral style into leadership-specific dimensions: how you influence, how you respond to authority, how you develop others, how you perform under pressure, and what your team needs from you that you may not naturally provide. This is the most comprehensive report in the Behavioral Excellence Profile™ suite, and it becomes the foundation for the entire engagement.
By the end of 90 days, you will have:
- A thorough expert interpretation of your 65-page Leadership profile at session one, establishing the behavioral foundation for everything that follows
- A personalized 90-day development plan built in the first session: specific, behavioral, and measurable, organized around the one leadership skill the data says matters most right now
- Six structured coaching sessions that move progressively from awareness to practice to consolidation, tracking your development in real time
- A written session summary after every session: what we covered, what you committed to, and what to focus on before the next one
- Email access between sessions for questions, updates, and accountability check-ins
- A Day-90 review at the final session: a documented assessment of what changed, what the evidence shows, and what you should develop next
- A post-engagement development brief: a written record of your baseline, your progress, and your recommended next development priority, formatted as a document you can share with a mentor, sponsor, or future coach
Most coaching engagements produce insight. This one is designed to produce behavior change that your team can see.
What to Expect
Before the engagement begins, you'll complete your Behavioral Excellence Profile™ Leadership assessment in about 10 minutes. Your 65-page report will be delivered before session one, and I'll review it in full before we meet.
Session 1 — Behavioral Foundation and Development Planning (60 minutes) The first session is the most intensive. We spend the first half on a deep expert interpretation of your Leadership profile, covering your behavioral style, leadership dimensions, stress patterns, influence approach, and the specific gaps the data identifies. The second half is development planning: we define the one leadership skill the engagement will be built around, establish your baseline, and build the 90-day plan. You will leave session one with a written plan, not a list of good intentions.
Sessions 2–5 — Structured Development (60 minutes each) Each session follows the same structure: review of what you committed to, honest assessment of what happened, identification of what got in the way, and recalibration of the next 30 days. Sessions are spaced approximately two weeks apart to give you enough time to practice between them, but not enough time to drift. Between sessions, email access lets you flag situations in real time rather than waiting 2 weeks to debrief them.
Session 6 — Day-90 Review and Forward Planning (60 minutes) The final session is an evidence-based assessment of what actually changed over 90 days — not how you feel about the engagement, but what the behavioral evidence shows. We document your progress, identify what consolidated versus what still needs work, and build the development roadmap for the next 90 days. Within one week of the final session, you'll receive your post-engagement development brief.
Throughout the engagement, expect directness, honest observation, and a consistent focus on behavioral evidence over self-perception. If your data says one thing and your self-assessment says another, we'll work in that gap. That's usually where the most valuable development happens.
How to Prepare
Complete your intake form & assessment honestly — not aspirationally. The Leadership profile is the foundation for the entire 90 days. At 65 pages, an idealized or coached self-portrait produces a skewed foundation that costs you session time to correct. Answer based on how you actually show up, especially under pressure, when you're tired, or when a situation triggers your default pattern. That version of you is the one your team experiences most.
Read your full report before session one. Your 65-page Leadership report will be delivered before we meet. Read the full document and come prepared with reactions (what resonates, what surprises you, what feels inaccurate, and what you'd prefer not to address). That last category is usually where we should start.
Identify the leadership situation you most want to change. Before session one, think of the specific professional context (a relationship, a recurring dynamic, a pattern of outcomes) where your behavioral style is doing the most damage or leaving the most value unrealized. The more specific the situation, the more precisely we can target the development plan. Bring the real version, not the polished one.
Tell the people around you that something is changing. This is optional but worth considering. Leaders who tell one trusted colleague or direct report that they're working on something specific get meaningfully better results from coaching engagements than those who treat it as private. You don't need to share details. Something as simple as "I'm working on how I give feedback... tell me if you notice a difference" creates external accountability that reinforces the internal work.
Clear the runway for the first two weeks. The most important behavioral practice occurs in the first 30 days, when the patterns are fresh, and motivation is highest. If you can, avoid booking the engagement during a period of unusual disruption (a major deadline, an org restructure, a travel-heavy stretch). The work will still happen in imperfect conditions, but you'll get more from it when the conditions are reasonable.
Come prepared to answer: What would need to be true about your leadership in 90 days for this engagement to have been worth it?
Next Steps
Ready for change? Click "book now" to choose a time that works best for you.
Price
$2,497
By booking this package, you agree to these Terms and Conditions
This package includes
- Six sessions.
- Ninety days.
- One leadership skill developed to the point where it no longer requires active effort...it's just how you operate.
- DISC assessment
- Payment Plan option available