Executive Coaching
Know Yourself. Lead Others.
Investing in your leaders is a performance multiplier across your orgainization.
Strengths Now® coaches hold credentials including Gallup-Certified Strengths-Coaching, CEC, and ICF certification. We have delivered executive coaching to leaders at Fortune 500 companies, biotech and technology firms, and universities across the U.S. for over a decade.
Why Executive Coaching Matters
Our coaching combines strengths-based development, evidence-based leadership research, and a deeply personalized coaching relationship built around the individual leader, their context, and their unique talent profile.
When leaders operate at their best, organizations thrive. When they don't, the impact ripples through their teams, their relationships, and the culture they shape every day. Executive coaching is one of the most targeted, highest-ROI investments an organization can make.
The ROI Of Executive Coaching
5 to 7x
5 to 7 times average return on executive coaching investment.
— ICF Global Coaching Study
70%
70%of employee engagement variance is linked directly to the manager.
— Gallup
86%
86% of companies report fully recouping their coaching investment.
— ICF
What Makes Our Coaching Different
We bring together strengths-based development, evidence-based leadership research, and individualized coaching relationships. Every engagement is built around the leader's specific goals, context, and talent profile.
Built Around Specific Goals, Context, And Talent Profile.
Our Methodology: The Coaching Journey
Every engagement is flexible and shaped by the leader's goals. Most clients complete 12 sessions over six months, meeting bi-weekly. A typical engagement moves through three phases, though pace and focus adapt to the leader's needs.
Phase 1
Discovery & Assessment
(Sessions 1 - 3)
We begin with a leadership intake followed by a sponsor kickoff meeting to debrief assessments and align on goals. This gives the coach and leader a rich, multi-dimensional picture of how the leader's style lands on others and a shared starting point for the work ahead. Leaders leave this phase with clarity on their natural strengths, as well as development goals.
Phase 2
Development & Practice
(Sessions 4 - 9)
The heart of the engagement. The leader applies their strengths to real challenges, builds new leadership habits, and works through the situations and relationships they're facing in real time. By the midpoint, most leaders report catching old patterns earlier and applying new strategies in the moment.
Phase 3
Consolidation & Forward Momentum
(Sessions 10 - 12)
The final sessions consolidate learning and build a clear plan for sustaining development after coaching ends. A closing sponsor debrief captures progress, reinforces accountability, and sets the stage for the leader's continued growth. Leaders leave this phase with a concrete, personalized plan for continuing their development on their own.
Assessments: Data-Driven, Deeply Personal
Coaching engagements are typically grounded in assessment. The data gives the coach and the leader a precise, personalized foundation. With this shared insight, the development plan becomes specific and actionable. These are some of the assessments we use in coaching.
CliftonStrengths Full 34 Assessment
This assessment provides a comprehensive analysis of a leader's unique patterns of thought, feeling, and behavior. Beyond mapping strengths to maximize and blind spots to manage, it reveals something more fundamental: a leader's best lane for success, their authentic leadership identity and the partners who can fill in their gaps. No leader can do it all. The best ones build complementary teams that are greater than the sum of their parts.
CheckPoint 360° Review
The CheckPoint 360° is a structured survey completed by the leader and their rater group including direct reports, peers, and supervisor which highlights performance across eight management competencies. We recommend this when a leader needs a clear, quantitative read on how their style is landing across the organization. A key output is a rich Individual Development Plan (IDP) giving the leader and coach a concrete, actionable roadmap to build from.
Genos Emotional Intelligence Assessment
One of the strongest predictors of leadership effectiveness is emotional intelligence. Genos EI measures how frequently a leader demonstrates emotionally intelligent behaviors across six dimensions. This assessment is especially valuable when a leader's challenge centers on relationships or self-regulation under pressure.
Interview-Based 360
The gold standard in 360 feedback. The coach conducts confidential interviews with 8–10 colleagues and synthesizes the input into a rich qualitative narrative uncovering not just how the leader is perceived, but what changes would have the greatest impact. Recommended for senior leaders where nuance matters more than a numeric score.
Sponsor Partnership: Built-In Accountability
The organization's role in coaching is simpler than most people expect. A sponsoring HR leader or supervisor helps set the goals at the outset and stays connected to progress along the way, but the coaching itself remains entirely confidential. What the sponsor sees is growth.
We structure three touchpoints to keep goals aligned and progress visible.
1. Sponsor Kickoff Meeting
Before coaching begins, the coach meets with sponsor and leader to align on priorities and define what success looks like.
2. Mid-Point Check-In
Roughly halfway through, the coach facilitates a joint conversation with sponsor and leader to review progress and recalibrate goals if needed.
3. Closing Debrief
At the end of the engagement, the coach leads a final meeting to reflect on progress and discuss how to sustain momentum.
The Right Investment For The Right Leader
Mid-Level To C-Suite Executives
Our coaching engagements are designed for mid-level to C-suite executives who manage others and are ready to invest seriously in their own development. Coaching delivers the strongest results when the leader is motivated, and the organization is committed to supporting their growth.
Coaching is particularly well-suited for leaders who:
- Are stepping into a new or expanded role and want to accelerate their effectiveness
- Have received feedback and are ready to act on it
- Are navigating a complex team dynamic, organizational change, or a high-stakes challenge
- Want to increase their executive presence, influence, or leadership impact
- Are high-potential employees identified for future leadership responsibility
For The Leader Being Coached
Coaching isn't a sign that something needs fixing. It's a sign that someone takes their leadership seriously. Operating at a high level requires a thinking partner who is entirely in your corner, without an agenda, without a reporting relationship, and isolated from organizational politics.
A Confidential One-On-One Experience
Coaching with Strengths Now® is a confidential, one-on-one experience. Sessions are a space to think out loud, work through the real challenges in front of you, and gain clarity on the leader you want to be.
Your coach brings real-world leadership experience alongside their coaching credentials. They've had to make difficult decisions and deliver results under pressure. They know how to help you find what's already working and build from there.
Keep In Mind
Coaching takes courage.
Sessions are confidential.
Start with what's genuinely on your mind.
Coaching happens between sessions.
What Our Clients Are Saying
Most clients describe coaching as one of the most valuable investments they've made in themselves as a leader.
“I have so valued my coaching and the contributions to our organization have been invaluable. Receiving 360 feedback has been a very good learning experience — not always easy or comfortable, but very important and insightful on my own leadership journey. The strengths mapping is one of the most useful tools I have ever used as a leader.”
— CEO, Global Nonprofit · Fortune's Top 50 World's Greatest Leaders
“I have so valued my coaching and the contributions to our organization have been invaluable. Receiving 360 feedback has been a very good learning experience — not always easy or comfortable, but very important and insightful on my own leadership journey. The strengths mapping is one of the most useful tools I have ever used as a leader.”
— CEO, Global Nonprofit · Fortune's Top 50 World's Greatest Leaders
“Working with Strengths Now coaching has been transformational for me as a leader. I walk away from every single coaching session feeling more confident and empowered. During my transition into an executive role, the coaching I received helped me modify the way I approached situations based on the change in my role and responsibilities. Getting strengths-based coaching was one of the best decisions I have made for my personal development.”
— CEO, Global Nonprofit · Fortune's Top 50 World's Greatest Leaders
Ready To Get Started?
No two engagements look alike, because no two leaders do. Some leaders need a deep dive on one critical relationship. Others are navigating a new role and need a steady thinking partner through the first six months. We design around the person, not a package.
How It Works
A typical engagement runs 12 sessions over six to twelve months, built around real assessment data and shaped by what's actually happening in their work.
If the situation calls for it, we can add a richer 360 process, live observation during a high-stakes meeting, or focused coaching on a specific working relationship. The right fit becomes clear once we understand what your leader is facing. That's where every conversation starts.
We’d love to know more about the leader you have in mind and how we can help.
Every engagement begins with a conversation.
FAQs
Ready To Invest In Your Leaders?
Every engagement begins with a conversation. We'd love to learn more about the leader you have in mind and how we can help.
Sara Regan, President · Strengths Now, Inc.
sara@strengthsnow.com | 617.817.6344