EXECUTIVE COACHING
I make the lives of leader easier
(so they can take vacations . . . like to the Seealpsee in Switzerland)
Been promoted? Now a founder vs. an engineer? Are you now leading a team of 500 vs. 5?
Cool. Congratulations. And this won’t be easy
But it can be fun, energizing, and exciting.
Going it alone (no coach, mentor, etc.) works well if you’re highly disciplined and have deep expertise in all elements of your new role (like managing people, investors, the board).
That’s not realistic. (Yet sometimes Mr. Fuji does appear during the summer—until the clouds arrive. And the heat.)
When you’re stuck in the weeds, frustrated that others aren’t moving as fast as you, and constantly running out of time to do what you need to do, it’s normal to feel lost (and angry).
Confidence and competence got you here. But you can’t rely solely on them to hit your goals.
When you work with me, the hard stuff doesn’t go away, but you’re prepared for it and get off the hamster wheel of complaining, delaying, and blaming others.
Six-Month Executive Coaching Program Details
This varies, yet here’s a place to start:
Meetings: Two sessions per month (1.5–2 hours each). After each, I send notes summarizing key points and action items. If you need longer or extra sessions, we'll schedule them.
Roles and Sponsorship: We'll hold kickoff, midpoint, and closing meetings with your executive sponsor to align on goals and engagement before coaching begins.
Location: I prefer to mix in-person with Zoom meetings whenever possible. Shadowing can occur in person (ideal) or over video.
Stakeholder Feedback & Action Plan:
We'll identify 7–10 stakeholders who are familiar with your work and behaviors. I interview them.
I anonymize and consolidate feedback into a report capturing strengths, weaknesses, opportunities, and observations on EQ, body language, and leadership brand.
You decide how much of the feedback to share with your sponsor.
The report becomes the foundation for your development plan and accountability.
Check-ins: Ongoing email, SMS, Voxer, and phone support.
Assessments and Resources: We may use tools like The Leadership Challenge (LPI), MBTI Step II, and EQ assessments.
Timing: Six-month engagements should be completed within nine months of our initial meeting.
Investment: depends on your role, your goals, how much support you want, and where you and your org are. Bootstrapping? Think $25K as a start. Executive at a F500 org? Think $75K. It depends. You need to talk to me to learn how I adjust pricing.
Leila Bulling Towne
Let’s talk
There’s no charge for a consultation. If you’re curious, schedule a meeting and get some answers. Or just stay frustrated. Your choice.