Organizational Coachsulting
A COACHSULTING APPROACH
Practical business consulting combined with coaching for divisions and leaders managing transformations, innovation challenges, politics and departmental ineffectiveness.
Applying my skills gained as a four-time CMO and P&L leader enables me to diagnose, recommend, and build a pragmatic coaching plan which also includes initiative consulting and leadership advisory programs.
Delivering Business Outcomes, Not Frameworks.
When to reach out.
An Initiative Has Stalled
A reorg, new technology or transformation is resisted by the organization. Success is far from guaranteed.
Team Under-Performance
The obvious causes of under-performance are not obvious. The goal is to diagnose and coach the team out of a performance rut to achieve what they are capable of.
Lack of Inter-Departmental Trust
When departments don't trust other groups to get something done right -- they end up doing it themselves. Organizations end up with a half-baked deliverable that doesn't meet objectives.
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Politics Moving the Finish Line
The C-suite isn’t aligned on strategy, even after it has been decided. Decisions get revisited. Priorities shift. So does the end goal.
Coachsulting Engagements are Tailored
Diagnosis and Assessment
Identifying the between-the-lines situation, not the stated one. Stakeholder interviews, observation, and direct engagement with the teams are involved.
Team Coaching and Facilitation
Working sessions with leadership teams to build alignment, surface the real blockers, and create commitment to action.
Individual Coaching for Key Leaders
One-on-one work with the leaders at the center of the change, because all organizational efforts are people driven.
Implementation Support
Staying engaged through execution to help your team navigate the inevitable obstacles and adjust course.
Capability Building
Staying engaged to help individuals and teams reach their full potential - applicable well beyond a single project.
Projects vs. Retainers
Projects are structured in two ways.
Project-based
Best for tackling a defined initiative with a clear scope and timeline. Engagements typically involve transformations, reorgs, or specific organizational challenges that need focused attention.
Typical duration: 3–6 months.
Retainer
Ongoing partnership for leaders and teams who face evolving challenges.
Typical duration: Monthly cadence with flexible scope. Best when the organization is in a period of sustained change or when leaders or teams wants a consistent partnership.
Pricing depends on scope, team size, and engagement length. After a discovery conversation, I provide a clear recommendation and fee structure.
FREQUENTLY ASKED QUESTIONS
Organizational coaching is geared for groups rather than an individual: a team, a division, or a leadership team, and how they operate together. We focus on how decisions get made, where the collaboration and accountability break points are and how to improve both of them.
Consider it when you are facing stalled initiatives, negative reactions to change, underperforming teams, or lack of senior leader alignment. The strategy is to understand the root cause of the issue, craft a coaching strategy, then deliver both organization and individual coaching as necessary to right the ship.
It's a matter of scale. Both use the same techniques, but team coaching focuses on small groups to help them reach high-performance levels that positively impact division or inter-divisional performance.
Nothing. You own the engagement but the discussions between myself and your team are confidential and I am ethically bound not to share the content of those conversations. Anonymized findings and my recommendations to remediate both short-term and long-term issues are yours.