Services/Executive Coaching
Executive Coaching
For CEOs, senior executives, and senior leaders whose decisions and relationships shape business performance.
- Who it's for
- CEOs, C-suite executives, VPs, and senior leaders
- Length
- 6- or 12-month engagements, tailored to your needs
- Delivery
- Primarily virtual, with selective in-person sessions
When organizations bring us in
We get to the root of what's happening, identify what will actually move the needle, and help the leader make focused changes that matter to the business.
Preparing for greater responsibility
A leader is taking on a bigger role and needs to lead at a different level.
Leading through a significant business challenge
The stakes are high, and the leader wants an experienced, objective thinking partner.
Stepping into a new role
Joining a new company or advancing internally, with critical relationships to build quickly. Research suggests that 40% of new leaders fail within their first 18 months in a role.
Source: McKinsey & Company, "It Really Isn't About 100 Days."
Strengthening effectiveness
A strong leader wants to improve strategic decision-making and their effectiveness with peers, teams, and stakeholders.
How an engagement works
Built around how HR already works: the right coach fit, reporting agreed up front, and no added administration for your team.
Every engagement includes
- Individual coaching with a coach the leader chooses
- An interview-based 360 to set the leader's goal
- Stakeholder surveys that measure what changes
- An impact review for HR
Align on what matters
We start with your HR team to get clear on the leader's development needs, the purpose of the coaching, and anything to tailor for your organization.
The leader chooses their coach
We recommend a few coaches who fit the leader's needs. The leader interviews them and chooses.
Clarify the goal
In the first month, an interview-based 360 clarifies the behaviors that matter most, secures the leader's goal, and shapes the action plan.
Coach, with stakeholders involved
The leader works with their coach and involves the people around them. Brief stakeholder surveys measure what those people see changing.
Review the impact
HR receives the stakeholder results and an impact review showing what changed for the leader, the team, and the business.
Your team selects the leaders and reads the reports. We handle kickoff, surveys, follow-up, and reporting.
of leaders have measurably improved leadership effectiveness.
Improvement in leadership effectiveness, as rated by the stakeholders who work with each leader.
What clients and their teams report
- Strengthened strategic relationships
- Leadership promotions
- Improved employee engagement and retention
- Reduced leadership stress
- Improvements in key business metrics
Reported by clients through our assessment. Coaching contributes to these results alongside the leader's own work and other factors.
See results and impactWhat leaders and their stakeholders say
"(Leader) has stepped into his role as a leader in the department by reaching out to directors and peers and developing relationships of trust that have allowed him to be more influential in guiding the work he oversees. His relationship building has created an environment where his talents can truly shine."
Emily Chipman offered me many valuable insights into ways of working more effectively with my colleagues addressing challenging issues within my company. She is wise, empathetic, an excellent listener and a keen strategist. I came away from every conversation with things to think about and ways to grow as a leader.
Transformed my way of working and positively influenced my career trajectory. Can't recommend this enough.
Martin Grohman, a business owner in Portland, Maine, and a state representative, hired two ... coaches. "Particularly with the second one, Emily Chipman, I felt like I got a good result." ... "She coached me on what was standing in my way, mentally, in a decision running for higher office, and now I'm doing it."
Common questions
Don't see your question? Ask us directly.
How do you match a coach to a leader?
After we talk with your HR team about the leader's needs, we recommend a few coaches who fit. The leader interviews them and chooses.
Are conversations between a leader and their coach confidential?
Yes. Conversations between a leader and their RCS coach are confidential. We do not share the content of coaching sessions with managers, HR, or organizational sponsors without the leader's authorization, except in circumstances where disclosure is legally required or other applicable exceptions arise.
Our stakeholder-centered approach also involves transparency. Leaders share their development goals with selected stakeholders, invite feedback, and measure progress. At the beginning of an engagement, we clarify what development information or results may be shared with the sponsoring organization, consistent with the leader's authorization and the engagement agreement.
Can coaching fit within our existing talent processes?
Yes. We start with your priorities and how your organization already works, and tailor from there. Your team selects the leaders; we handle kickoff, surveys, follow-up, and reporting.
Is coaching virtual or in person?
Primarily virtual, with selective in-person sessions.
Do you coach leaders who are new to their role?
Yes. New-to-role coaching helps senior leaders joining a new company or advancing internally build critical relationships and contribute to results.
Talk with us about a leader who matters to your business.
A 20-minute conversation about the leader, your priorities, and whether coaching is the right fit.