MCC-led coaching and development programs for executive teams and emerging leaders – with measurable outcomes from day one.
Whether you need coaching for a single executive, a leadership team, or a cohort of rising leaders – we have a structured program designed for that.
One-on-one coaching with 360° assessment, stakeholder input, and a personalized development roadmap. For leaders who need a thinking partner, not a playbook.
Learn More →Team 360 assessment, strategy offsites, and bi-monthly coaching sessions. Move your executive team from individual performers to a cohesive leadership unit.
Get Details →Cohort-based program combining 360 assessments, bi-monthly coaching, and mastermind group sessions. Built for emerging and mid-level leaders stepping into bigger roles.
Get Details →The gap between knowing your leaders need development and actually investing in it is where organizations lose their best people.
For executive teams that need to move from individual performers to a cohesive leadership unit. An 8-month engagement with measurable progress at every stage.
360 LEAD Now! team assessment and a 2-day strategy offsite. Establish your baseline, set collective goals, and align on what matters most to the organization.
Bi-monthly team coaching sessions that blend individual strengths with team dynamics. Work through real business challenges together – not hypotheticals.
Half-day session to assess progress, recalibrate goals, and deep-dive into persistent challenges. Data-driven, not opinion-driven.
Reassessment using 360 LEAD Now!, reflection on team achievements, and transition planning to sustain alignment without ongoing coaching.
A 9-month cohort program for groups of 5 or more leaders. Combines 360 assessments, bi-monthly coaching, and mastermind group sessions – with measurable results at the start and end.
Welcome pack, kickoff session, 360 LEAD Now! assessment, group results review, and initial learning activities.
Bi-monthly individual coaching plus monthly mastermind group sessions. Build strategic leadership skills through real challenges.
Second 360 assessment. Compare against your baseline. Refine objectives with data, not guesswork.
Graduation event. Reflect on progress, crystallize forward-looking plans, and develop a go-forward strategy.
New director-level executives stepping into their first leadership-of-leaders role and needing structured support to make the transition.
High-potential leaders in line for director-level positions who need to build strategic thinking and executive presence before they’re promoted.
Minimum cohort size: 5 participants. Programs can be customized for your organization’s specific needs.
Not all leadership development is created equal. Here’s what makes working with us different from workshops, seminars, and generic coaching engagements.
Programs designed and led by two Master Certified Coaches – a distinction held by roughly 4% of coaches worldwide. Your leaders work with coaches who have senior leadership experience, not just coaching credentials.
360 LEAD Now! assessments at the start and end of every program. You see exactly how leadership capabilities evolve – with data, not opinions. Learn how we measure development →
Mastermind group sessions create a peer network where leaders learn from each other, not just from coaches. These relationships continue well beyond the program.
We work directly with your HR and L&D team throughout. From intake to graduation, the engagement is transparent and aligned with your organizational goals.
Anonymized stories from real coaching engagements. Different leaders, different challenges – same structured approach.
A senior product strategy leader was delivering strong results but being passed over for promotion. Emotional triggers in high-stakes meetings undermined her leadership presence.
Built executive presence, established firm boundaries, and secured promotion in the next review cycle.
A large enterprise navigating multiple acquisitions needed its leadership team to align on strategy and culture – while managing the anxiety of their own teams.
Executive team aligned on strategic priorities and improved cross-functional execution through an 8-month coaching engagement.
An operations manager felt stuck with no clear path forward. Low confidence and a narrow view of her own capabilities kept her from pursuing opportunities she was qualified for.
Promoted to senior leadership within the engagement – and promoted again three years later, crediting coaching as the turning point.
Executive coaching is one-on-one – a personalized engagement between a coach and a single leader, focused on that individual’s specific goals, blind spots, and growth areas.
The leadership development program is cohort-based – groups of 5 or more leaders go through a structured 9-month journey together, with individual coaching sessions plus mastermind group meetings. It’s designed for organizations investing in a bench of emerging leaders, not just one executive.
Every program begins and ends with a 360 LEAD Now! assessment. This gives both the participant and the organization a clear, data-backed picture of where leadership capabilities stand at the start and how they’ve evolved by the end.
Between assessments, we track progress through SMART goals, coaching session outcomes, and milestone check-ins. The goal is measurable improvement, not vague “growth.”
LEAD Now! is a 360-degree assessment tool that evaluates leadership effectiveness across 21 key dimensions. It collects feedback from the leader’s direct reports, peers, and supervisors to create a comprehensive picture of strengths and development areas.
Our coaches are certified to administer LEAD Now! assessments, and we use them as the foundation for every coaching engagement – not as a one-time exercise, but as a bookend measurement (start and end) to prove progress.
Executive team coaching runs 8 months. The leadership development program runs 9 months. Individual executive coaching engagements are customized to the leader’s goals and typically range from 6 to 12 months.
These timelines allow for real behavior change – not just awareness, but new habits that hold under pressure. Some organizations continue with follow-up engagements after the initial program.
The program is built for two groups: newly promoted director-level executives making the transition from individual contributor to leader-of-leaders, and high-potential managers being groomed for director-level roles.
Organizations typically nominate participants through their HR or L&D teams. We work with you to ensure the cohort is the right fit for the program’s structure and goals.
We match based on industry experience, leadership level, and the specific development goals of the engagement. Both of our MCCs have corporate leadership backgrounds – they’ve sat in the seats your leaders sit in. Our team of 9 credentialed coaches provides additional depth across specialties.
During the discovery process, we discuss fit and ensure every participant works with a coach whose experience matches their situation.
Yes. While our programs follow a proven structure, we tailor the content, assessment tools, session frequency, and deliverables to your organization’s specific challenges and culture. We’ve worked with Fortune 500 enterprises and mid-size companies alike.
Schedule a conversation to discuss what a customized program could look like.
A 30-minute conversation to understand your organization’s needs, the leaders you want to develop, and the outcomes you’re looking for. We’ll share how our programs work and recommend a path forward – or tell you honestly if we’re not the right fit. No pressure, no sales pitch.
Have a question that’s not answered here?
Get in Touch →Tell us about your organization and goals. We’ll help you find the right program – or tell you honestly if we’re not the right fit.
