PRIVATE EXECUTIVE COACHING
Your success created this moment. Your leadership must rise to meet it.
In plain language, executive coaching is one leader and one coach meeting regularly to work on the real leadership situations already happening. Together, we identify what needs to improve, build a plan, practice the change, and measure whether other people can see the difference.
Coaching becomes valuable when…
NO CORPORATE JARGON
What does executive coaching actually look like?
There is no mystery hidden behind the word “coaching.” The leader brings current decisions, relationships, pressures, and goals into a private working conversation. We turn those real situations into deliberate leadership practice.
60 minutes, weekly or every other week
Most sessions happen virtually. The leader and coach work through live challenges, prepare for important conversations, make decisions, and review what happened after the last action.
Usually 6–24 months
Shorter engagements address a defined need. Longer work allows a leader to deepen the behavior, grow across changing responsibilities, or move to a new goal without losing momentum.
In person each quarter or every two quarters
When useful, Aaron comes onsite for deeper working sessions and selected conversations with the leadership team, manager, or sponsor.
Leader + coach + selected stakeholders
The coaching conversation stays private. A boss, peers, direct reports, or other key colleagues help identify what matters, offer practical ideas, and report whether change became visible.
A goal, action plan, and measurable evidence
The leader has a clear development goal, repeatable actions for real work, a stakeholder plan, and a final measure of how others experienced the change.
The work can evolve
If the original goal is achieved or the leadership moment changes, we can select a new goal and continue. We close or remeasure the first goal so the evidence remains honest.
For a smaller company, the sponsor may be the owner or CEO. In a larger organization, it may be a CHRO, talent leader, executive sponsor, or the leader’s manager. The structure adapts; the standard of confidentiality, accountability, and measurement does not.
THE SHIFT
“Your career is shaped by more than what you can do. It is shaped by what others trust you to do.”
THE ENGAGEMENT
Focused. Personal. Measurable.
The coaching conversation is private. The purpose is clear. One or two critical behaviors, the right stakeholders, and a steady cadence keep growth connected to the work.
Understand how you are experienced
We begin with a 360 assessment, stakeholder interviews, or another focused source of feedback. This shows what others already value, where intention and impact differ, and what may be limiting the next step.
Choose the critical few and build the plan
The leader, coach, and sponsor align on one or two meaningful goals. We create an action plan stating what the leader will do differently in meetings, decisions, relationships, and day-to-day work.
Practice where leadership happens
A difficult decision, unclear ownership, cross-functional tension, delegation challenge, or important conversation becomes the place to prepare, act, learn, and adjust.
Invite others into the growth
About every 30 days, the leader asks selected stakeholders for future-focused ideas. Their involvement creates accountability and gives them repeated evidence that the leader is changing.
Measure what changed
At the end, stakeholders rate progress from −3 to +3 and describe what they experienced. The leader leaves with evidence of growth and a plan to sustain it.
WHAT THE MEASUREMENT MEANS
A simple score with a serious purpose.
Stakeholders are not grading the leader’s personality. They answer one practical question: compared with the beginning, how much did this leader improve in the behavior they committed to change?
The leader became meaningfully less effective in the chosen behavior.
Stakeholders experienced no noticeable change.
Stakeholders experienced clear and meaningful improvement.
Stakeholders experienced exceptional improvement.
THE STANDARD