top of page

Case Studies

These case studies are some of our recent coaching engagements, highlighting the real challenges leaders face and the transformative strategies that lead to success. From CEOs navigating organizational change to executives overcoming burnout and building influence, these stories demonstrate the impact of personalized coaching. Each scenario is unique, but the results share a common theme: empowered leaders achieving measurable growth. Explore these recent successes—your story could be next.

Vice President Financial Services Company Jonathan, a Vice President at a Fortune 500 financial services company, was a high-performing executive in line for promotion to a senior leadership role. In his 18 months at the company, he consistently exceeded his goals, delivering impressive results that caught the attention of the C-suite. However, despite his achievements, reservations about Jonathan’s interpersonal style and leadership approach created hesitations about his readiness for the new position. Jonathan had built a reputation at the company as a highly intelligent but individualistic and condescending leader. His intolerance for slower thinkers often alienated senior managers and frustrated members of his team. Feedback revealed that his approach undermined team morale and hindered collaboration—critical elements for success in the new role, which required high levels of teaming, peer influence, and cross-cultural sensitivity. To position himself as a viable candidate for promotion, Jonathan needed to not only develop new skills but also fundamentally reshape his personal brand within the organization. Strategy Step 1: Building Self-Awareness The first phase of coaching focused on helping Jonathan understand how his behaviors and communication style affected others. Using a 360-degree feedback process, we gathered candid insights from his peers, team members, and senior leaders. The feedback revealed a consistent perception of Jonathan as brilliant but dismissive and difficult to work with. Through our discussions, Jonathan began to recognize the gap between his intentions and others’ perceptions. He acknowledged that his impatience and condescension stemmed from frustration rather than malice but understood the need to adjust his approach to foster stronger relationships and build trust. Step 2: Developing Emotional Intelligence Next, we focused on improving Jonathan’s emotional intelligence (EQ). This involved teaching him strategies to regulate his emotional responses, practice active listening, and demonstrate empathy. We worked on techniques such as pausing before responding in meetings, asking open-ended questions to encourage input from others, and validating others’ perspectives—even when he disagreed. To address his impatience with slower thinkers, Jonathan learned to shift his mindset from focusing solely on efficiency to valuing diverse thought processes. He practiced offering constructive feedback in ways that empowered team members rather than undermining their confidence. Step 3: Enhancing Collaboration and Influence To prepare Jonathan for the demands of the senior role, we worked on his ability to collaborate effectively across teams and influence without authority. Role-playing exercises and scenario-based coaching helped Jonathan refine his ability to navigate conflicts, build coalitions, and communicate his ideas in a way that resonated with diverse stakeholders. We also focused on cross-cultural sensitivity, helping Jonathan develop a greater appreciation for different working styles and cultural norms. He learned to adapt his communication and leadership style based on the needs of his audience, which enhanced his ability to work seamlessly with global teams. Step 4: Rebuilding His Leadership Brand As Jonathan adopted these new behaviors, we focused on reshaping his reputation within the organization. He began to deliberately showcase his collaborative mindset in meetings, share credit with his team, and seek input from colleagues at all levels. Additionally, he set up regular one-on-one meetings with his direct reports to understand their challenges and provide tailored support. Jonathan also engaged in small but impactful gestures to rebuild relationships, such as publicly acknowledging others’ contributions and showing genuine appreciation for their efforts. Over time, these actions helped shift perceptions and demonstrated his commitment to personal growth. Results Over the course of six months, Jonathan underwent a remarkable transformation: - Improved Interpersonal Skills: Feedback from peers and team members highlighted Jonathan’s noticeable shift in demeanor. He was described as more approachable, patient, and supportive. His ability to listen actively and show empathy strengthened his relationships across the organization. - Enhanced Leadership Effectiveness: Jonathan’s team reported higher levels of engagement and morale, citing his newfound focus on collaboration and constructive feedback. Productivity and trust within the team improved significantly. Reputation Rebuilding: Senior leaders took note of Jonathan’s efforts to change. His consistent demonstration of emotional intelligence and teamwork alleviated their concerns about his readiness for the promotion. Expanded Network: Jonathan built strong relationships with key stakeholders, including senior leaders, peers, and cross-functional partners. Her network of allies provided critical support for her initiatives. - Promotion Achieved: Within nine months of starting coaching, Jonathan was promoted to the senior leadership role. His ability to influence and inspire others, combined with his technical expertise, positioned him as a trusted leader in the organization. Jonathan’s journey highlights the power of intentional change. By committing to self-awareness and skill-building, he not only secured his promotion but also laid the foundation for long-term success as a collaborative and respected leader.

General Counsel Engineering Scenario Emily, a 38-year-old General Counsel, reached out for coaching after experiencing signs of severe burnout. Despite being a high achiever, her energy was depleted, and her enthusiasm for work had vanished. Her team noticed she was frequently irritable, disengaged in meetings, and struggling to meet deadlines—uncharacteristic behaviors for someone who had once been the epitome of composure and focus. Emily described feeling overwhelmed by competing demands at work and home. She worked 60+ hours per week while juggling her role as a mother of two young children. Her physical health had deteriorated due to sleepless nights, skipped meals, and a lack of exercise. Although she loved her career, she feared she was losing her edge and doubted her ability to continue leading effectively. Strategy and Results Step 1: Awareness and Assessment The first step was creating space for Emily to reflect on her situation. Through guided conversations and a structured burnout assessment, we uncovered key contributors to her stress: unclear boundaries, perfectionism, and a tendency to overextend herself to meet others' expectations. We also identified that her physical and emotional energy reserves were at critically low levels. Step 2: Resetting Priorities We worked together to redefine Emily’s values and priorities. Through a "Life Audit" exercise, she gained clarity on what mattered most in her career and personal life. Emily realized she needed to let go of certain tasks that didn’t align with her long-term goals. She committed to delegating more effectively, saying “no” to unnecessary meetings, and prioritizing high-impact activities. Step 3: Rebuilding Energy Burnout recovery required addressing her physical and mental health. Emily implemented small, sustainable habits, starting with a morning mindfulness routine and daily 20-minute walks. I introduced her to energy-management techniques, including the "90-Minute Work Cycle," to balance periods of intense focus with restorative breaks. We also explored tools for reframing negative thoughts that fueled her perfectionism. Step 4: Strengthening Leadership Presence As Emily regained energy and clarity, we focused on leadership strategies. She learned how to conduct more meaningful one-on-one meetings with her team, setting clear expectations while building trust. Emily also developed strategies for leading with vulnerability, acknowledging her challenges in a way that inspired her team rather than alienating them. Results: Over the course of six months, Emily transformed both personally and professionally: - Increased Energy: By following her new self-care routine, Emily reported feeling more energized and present both at work and home. She went from sleeping an average of 4 hours a night to 7 hours, drastically improving her mood and cognitive performance. - Improved Leadership: Her team noticed the shift in her demeanor. By modeling healthier boundaries and transparency, Emily cultivated a culture of psychological safety, where team members felt empowered to discuss challenges and suggest solutions. - Sustainable Success: Emily achieved measurable improvements in her performance reviews, with her manager noting her ability to delegate effectively and focus on strategic priorities. She even received a promotion six months after our coaching engagement, stepping into a more senior role with confidence. Through our work together, Emily didn’t just overcome burnout—she emerged as a more resilient and impactful leader, equipped with tools to sustain her growth for years to come.

Vice President of Sales Fortune 50 Situation Joseph, a highly skilled sales professional at a Fortune 50 company, had earned a reputation for consistently exceeding sales expectations. His expertise and results quickly earned him a promotion to a leadership role, where he was responsible for managing a team of leaders. However, despite his impressive track record, Joseph found himself struggling to adjust to the demands of his new position. Joseph was still operating at a tactical level, frequently stepping into the weeds with individual sales team members. He often took on tasks that his direct report leaders should have been handling, leaving him little time to focus on strategy, long-term vision, and organizational growth. His inability to delegate effectively also meant his direct reports weren’t growing in their roles, creating bottlenecks and limiting the team’s overall potential. Joseph recognized the need to shift from being a high-performing individual contributor to a strategic leader who could empower his team to thrive. Strategy Step 1: Shifting Mindset from Tactical to Strategic The first step in Joseph’s coaching journey was helping him recognize the importance of transitioning from a “doer” to a leader of leaders. Through reflective exercises and structured discussions, Joseph identified the behaviors that kept him in the tactical space, including a reluctance to let go of control and a tendency to focus on short-term wins rather than long-term objectives. We reframed leadership as creating leverage through others. Joseph began to see that his role wasn’t just about achieving sales results directly but about developing his team to achieve even greater results collectively. Step 2: Delegation and Leader Development To free up time for strategic priorities, Joseph learned how to delegate effectively. Together, we developed a structured approach for identifying tasks he could hand off to his direct reports. He practiced empowering his leaders by clearly communicating expectations, providing the necessary resources, and holding them accountable for outcomes without micromanaging. To support the growth of his direct reports, Joseph implemented regular one-on-one coaching sessions. These focused on building their skills, decision-making capabilities, and confidence in handling responsibilities independently. He also created opportunities for them to take ownership of key projects, further fostering their development. Step 3: Strategic Leadership and Vision As Joseph transitioned out of day-to-day tactical involvement, we worked on enhancing his strategic thinking skills. This included setting clear long-term goals for his team, aligning their efforts with the organization’s broader objectives, and prioritizing initiatives that would drive sustainable growth. Joseph also focused on improving his communication as a strategic leader. He practiced articulating a compelling vision for his team and ensuring alignment across all levels of the sales organization. By focusing on the “big picture,” he inspired his leaders to think beyond individual transactions and focus on team-wide and company-wide success. Step 4: Measuring and Celebrating Progress To ensure progress was tangible, Joseph established metrics to track the growth of his direct reports and the overall performance of the team. Regular check-ins allowed him to celebrate successes, identify areas for improvement, and make necessary adjustments. These metrics also reinforced his commitment to a leadership approach focused on team empowerment and long-term impact. Results Over the course of nine months, Joseph successfully transformed his leadership style and the performance of his team: - Shift to Strategic Leadership: Joseph reduced his time spent on tactical activities by 60%, allowing him to focus on higher-level strategic initiatives. He was able to lead his team in setting and achieving ambitious long-term sales goals. - Empowered Leaders: His direct reports grew significantly in their roles, with several stepping into expanded responsibilities. Their confidence and ability to make independent decisions increased, which drove overall team performance. - Improved Team Morale and Results: Joseph’s shift in leadership style led to improved morale within his team, as leaders felt trusted and supported. Sales results increased by 20% over the prior year, as his leaders effectively cascaded strategic goals down to their teams. Recognition as a Transformational Leader: Senior leadership took note of Joseph’s ability to develop his team and elevate his leadership impact. He was recognized as a model for how to transition from tactical execution to strategic leadership, positioning him for further career advancement. As a result, Joesph was promoted, promoted one of his direct reports to fill his position, and now leads both his old team as well as three additional ones. Exceeded client and revenue targets Joseph’s journey illustrates the power of letting go of the tactical to embrace the strategic. By focusing on empowering his team and creating leverage through others, he not only improved his own effectiveness as a leader but also set his organization up for sustained success.

Vice President Tech Situation Sophia, a Senior Vice President in a fast-paced technology company, had a track record of career success that spoke volumes about her skills and achievements. Yet, beneath her professional accomplishments, she struggled with self-doubt and bouts of imposter syndrome. Sophia often second-guessed her decisions, downplayed her contributions, and avoided speaking up in high-stakes meetings, fearing her ideas might not measure up. This lack of confidence created a ripple effect. Sophia experienced elevated stress levels, which began to impact her performance and ability to lead effectively. She found herself unable to stand her ground in critical conversations, whether negotiating resources, delivering difficult feedback, or advocating for her team. Recognizing the need to address these challenges, Sophia sought coaching to build her confidence, reduce stress, and learn how to communicate with greater assertiveness. Strategy Results Step 1: Uncovering the Root Causes Our coaching journey began with exploring the underlying factors contributing to Sophia’s lack of confidence. Through self-assessment tools and reflective exercises, Sophia identified specific thought patterns fueling her imposter syndrome, such as perfectionism and an overreliance on external validation. Together, we reframed her perspective on success and failure, focusing on how to value her expertise and contributions rather than fixating on perceived shortcomings. This shift laid the groundwork for tackling her self-doubt. Step 2: Building Confidence Through Action To help Sophia rebuild her confidence, we adopted an incremental approach. She set small, achievable goals, such as voicing her opinions in team meetings or sharing her ideas during leadership discussions. Each success reinforced her belief in her capabilities. Additionally, Sophia worked on creating a personal “confidence toolkit” that included strategies like visualization exercises before high-pressure situations, techniques to counter negative self-talk, and keeping a journal of her accomplishments to remind herself of her impact. Step 3: Managing Stress Effectively Since stress was a significant factor in Sophia’s struggles, we introduced practical techniques to help her manage it. We taught Sophia way to prioritize to focus on high-value tasks while delegating less critical ones. This not only alleviated her stress but also improved her ability to lead by example, showing her team the importance of prioritization and balance. Step 4: Mastering Assertive Communication Assertiveness became a central focus of our coaching sessions. Sophia learned techniques to communicate her ideas with clarity and conviction as well learning critical elements of nonverbal communication. Over time, these tools became second nature, enhancing her executive presence. Results Within six months, Sophia experienced significant growth in both her confidence and leadership effectiveness: - Increased Confidence: Sophia reported a dramatic reduction in self-doubt and imposter syndrome. She felt more comfortable advocating for herself and her team, trusting in her ability to navigate complex situations. - Stress Reduction: By implementing stress-management strategies, Sophia achieved greater balance in her professional and personal life. She reported feeling more energized and focused, with fewer instances of burnout. - Improved Communication: Sophia’s assertiveness skills allowed her to stand her ground in critical conversations. Her colleagues and senior leaders noticed her newfound ability to communicate with clarity and authority, which improved her credibility and influence. - Enhanced Leadership Impact: With greater confidence and a lower stress level, Sophia became a more effective leader. Her team thrived under her guidance, noting her increased decisiveness and presence in leadership meetings. Sophia’s transformation demonstrates that confidence is not an inherent trait but a skill that can be cultivated with intention and effort. By addressing the root causes of her imposter syndrome and building practical tools for confidence, stress management, and communication, she unlocked her potential as a powerful and respected leader.

CEO Manufacturing Scenario Maria, a newly appointed CEO at a manufacturing company, stepped into her role during a pivotal time of change. She inherited an organization steeped in long-standing processes and a workforce resistant to transformation. Team members were skeptical of Maria’s leadership and wary of the operational shifts required to position the company for long-term growth. Maria’s challenge was twofold: implement critical changes to improve efficiency and collaboration while building trust with a workforce unsure about her vision. Pushing too hard or moving too quickly risked alienating her team, which could lead to disengagement or high turnover. To succeed, Maria needed to foster alignment, manage resistance, and lead with clarity and empathy. Strategy Step 1: Building Trust and Understanding Organizational Dynamics The coaching process began by helping Maria develop a deep understanding of the concerns and perspectives of her leadership team and employees. Through one-on-one meetings and organization-wide listening sessions, Maria identified the root causes of resistance, including fears of diminished roles, feelings of being undervalued, and skepticism about the need for change. Step 2: Managing Resistance and Addressing Conflict As Maria began implementing changes, resistance became more evident. Coaching sessions focused on equipping her with tools to navigate and address conflict constructively. Maria reframed opposition as an opportunity to engage in dialogue, addressing concerns head-on rather than avoiding difficult conversations. Step 3: Articulating a Compelling Vision Maria worked to articulate a clear, compelling vision for the company’s future that connected the changes to tangible benefits for both the organization and its employees. Step 4: Empowering Leadership and Driving Accountability Maria recognized the importance of empowering her leadership team to take ownership of the transformation. Coaching sessions focused on delegating key initiatives to her direct reports, ensuring they had clear expectations and the resources needed to succeed. Maria maintained accountability through regular check-ins and celebrated their contributions publicly. Results Within nine months, Maria led a remarkable turnaround for the company: - Increased Employee Engagement: Maria’s trust-building efforts and open leadership style led to a 30% increase in employee engagement scores, reflecting a stronger sense of alignment and purpose across the organization. - Improved Organizational Performance: The company became one of the highest-performing in its sector, surpassing operational targets and earning praise from the board of directors. - Operational Transformation: Maria’s changes led to measurable efficiency gains, including a 25% reduction in project timelines and a 15% improvement in cross-functional collaboration. - A Respected Leadership Brand: Maria’s ability to balance empathy with decisive action positioned her as a trusted and respected leader, setting the company up for sustained growth and long-term success. Maria’s journey highlights the importance of trust, communication, and empowerment in overcoming resistance and driving change. By leading with clarity and empathy, she transformed not only the company’s operations but also its culture, creating a foundation for future success.

Senior Director Healthcare Scenario Alex, a senior director at a global healthcare company, had a proven track record of technical expertise and a strong work ethic that consistently delivered results. However, despite his achievements, feedback from leadership repeatedly pointed to one critical gap: “You need more executive presence.” For Alex, this feedback felt ambiguous and frustrating. He wasn’t sure what executive presence truly entailed or how to develop it. While his technical skills were impeccable, he struggled to command the room in high-stakes meetings, articulate his ideas with clarity, and project the confidence expected at the senior leadership level. Recognizing that executive presence could be the key to unlocking his full potential, Alex turned to coaching for guidance. Strategy Step 1: Defining Executive Presence The coaching process began with demystifying what executive presence meant in Alex’s specific organizational context. Through discussions with key stakeholders and feedback analysis, we identified the core components of executive presence that mattered most. Step 2: Developing Communication Skills One of Alex’s key areas of focus was communicating with greater impact. Coaching sessions included techniques, practice, and video reviews of his presentations and meeting interactions. We worked on organizing his thoughts into concise, compelling messages and delivering them with confidence. Alex also learned to adapt his communication style based on his audience. Step 3: Enhancing Nonverbal Presence Body language and vocal tone were critical aspects of Alex’s executive presence. He practiced maintaining open, confident posture, steady eye contact, and using intentional pauses to convey authority and composure. Through feedback and self-awareness exercises, Alex became more attuned to how his energy and demeanor influenced how others perceived him. Over time, he learned to project calmness under pressure, which inspired confidence in his leadership. Step 4: Building Strategic Relationships Executive presence isn’t just about how one speaks or looks—it’s also about how one engages with others. Alex worked on strengthening his strategic relationships, and, through coaching, he developed strategies to navigate high-stakes conversations with empathy and influence, enabling him to establish a stronger leadership presence across the organization. Step 5: Owning the Room Finally, Alex practiced "owning the room" in both virtual and in-person settings. This included refining his approach to meeting preparation, learning to ask powerful questions, and ensuring his voice was heard in critical moments. He also embraced moments of vulnerability, sharing personal insights to connect authentically with others while maintaining authority. Results Within six months, Alex transformed the way he was perceived as a leader: - Improved Confidence and Composure: Alex reported feeling more confident and composed in high-stakes situations. His ability to stay calm and focused under pressure elevated his credibility with peers and senior leadership. - Stronger Communication Impact: Leadership noticed a marked improvement in Alex’s ability to articulate his vision and strategy. His concise, compelling communication style made him a trusted voice in executive-level discussions. - Increased Influence and Visibility: By building stronger relationships and contributing more effectively in cross-functional initiatives, Alex gained greater visibility and influence across the organization. - Recognition of Growth: Feedback from senior leaders acknowledged Alex’s enhanced executive presence. Within a year, he was promoted to a higher-level role, where his ability to lead with confidence and clarity positioned him as a key player in the company’s strategic goals. Alex’s journey highlights that executive presence isn’t an innate quality but a skill that can be developed with intentional focus. By learning how to communicate with impact, project confidence, and build strategic influence, he unlocked the next level of his leadership potential.

bottom of page