MCC-led executive coaching that helps senior leaders think more clearly, lead more effectively, and deliver measurable business outcomes – backed by a proprietary framework and real assessment tools.
The skills that got you promoted won’t carry you through what comes next. These are the patterns we see in the leaders who come to us.
You deliver results, but your leadership presence doesn’t match your track record. Peers and direct reports experience you differently than you intend – and nobody tells you.
You’re still solving problems tactically when the role demands strategic thinking. Letting go of the work that made you successful is harder than anyone admits.
The higher you go, the fewer people you can be honest with. You need a thinking partner who understands organizational complexity – not a therapist, not a consultant, not another meeting.
A structured coaching engagement – not open-ended conversations. Every phase has clear objectives, measurable milestones, and concrete tools behind it.
360 feedback, assessments, stakeholder input
Define goals tied to business outcomes
Build a development roadmap with milestones
Challenge thinking and expand possibilities
Measure progress against defined benchmarks
Sustain growth beyond the engagement
Behavioral and cognitive assessment for job-role fit
Emotional intelligence assessment for leadership effectiveness
Multi-rater feedback from peers, reports, and stakeholders
Leadership development model targeting 21 key dimensions
Our philosophy: You’re whole, not broken. We’re not here to fix you – we’re here to be the thinking partner who helps you see what you already know but haven’t acted on yet.
Executive coaching isn’t a nice-to-have. The research is clear – and the leaders we work with see it in their own results.
Leaders learn to show up with the authority and confidence their role demands – consistently, not just on good days.
Move from reactive problem-solving to proactive leadership that anticipates challenges and shapes direction.
When leaders change how they communicate and delegate, their teams start performing at a different level.
New roles, reorganizations, board dynamics – coaching helps leaders land on their feet when the ground shifts.
Self-awareness, empathy, and the ability to manage your own reactions under pressure are learned skills, not fixed traits.
Not just the next promotion – the ability to keep growing, learning, and leading at every level you reach.
ROI data from ICF Global Coaching Study and Manchester Inc. research
Anonymized stories from real engagements. Different leaders, different challenges – same structured approach.
A senior product management leader was consistently delivering strong results but being passed over for promotion. Office politics and emotional triggers were creating blind spots that undermined her leadership presence.
Through 360° feedback and targeted coaching, she identified specific patterns – how she showed up in high-stakes meetings, where her reactions were being misread, and which relationships needed repair. We built a concrete plan for managing her triggers and communicating her value.
Within 6 months, she established clear professional boundaries, rebuilt key stakeholder relationships, and her direct manager formally acknowledged she was ready for promotion.
An operations manager felt stuck in a dead-end role with no clear path forward. Low confidence and a narrow view of her own capabilities were keeping her from pursuing opportunities she was qualified for.
Coaching focused on reframing her narrative – what she brought to the table, how to communicate it, and where to direct her energy. We worked on strategic positioning within her organization and building the confidence to advocate for herself.
She was promoted to a senior leadership position within the engagement period – and promoted again three years later, crediting the coaching as the turning point in her career.
Not career coaches who read about leadership. Our MCC-credentialed team has held executive roles at Fortune 500 companies and built organizations from the ground up.
15 years in executive leadership (developer to CEO) plus 15 years in organizational development. Specializes in executive presence, strategic leadership, and high-stakes transitions.
Full profile
Former VP at Citi, S&P Global, HPE, and Solera. Built multi-million dollar products and teams. Specializes in leadership in tech, career strategy, and organizational dynamics.
Full profileOur coaching team works from Dallas and Houston, Texas, and serves leaders nationwide. Beyond our founders, Tandem has a team of highly credentialed coaches matched to your specific industry and challenge.
Dedicated coaching partnership with an MCC or PCC coach. Typically 6–12 months, bi-weekly sessions, with assessments and stakeholder check-ins.
Coaching for intact leadership teams working on shared challenges – alignment, communication, decision-making, and collective performance.
Most engagements are virtual with the flexibility to meet in person in Dallas or Houston. Same structured approach, same results, regardless of format.
Executive coaching is a structured, one-on-one development partnership between a senior leader and a credentialed coach. Unlike consulting, your coach doesn’t give you the answers – they help you find clarity on challenges you’re already capable of solving. Unlike therapy, coaching is forward-looking and focused on professional performance, not processing past experiences.
A good coaching engagement starts with clear goals, uses assessments and feedback to establish a baseline, and measures progress against concrete outcomes. At Tandem, our ASPIRE® framework structures every engagement around business results, not open-ended conversations.
Executive coaching engagements typically range from $15,000 to $50,000+ depending on scope, duration, and the seniority of the coach. Factors that affect pricing include the length of the engagement (usually 6–12 months), the assessments included, and whether stakeholder check-ins are part of the design.
We offer a range of engagement structures to fit different needs and budgets. For a detailed breakdown of what influences coaching costs, see our Executive Coaching Cost Guide.
Research consistently shows strong returns. The ICF and Manchester Inc. report an average ROI of 788% on coaching engagements, with 77% of organizations reporting improvements in business measures like productivity and revenue, and 70% of individual leaders showing measurable performance gains.
In our own practice, the outcomes are less about a single number and more about specific shifts: a leader who stops losing key talent, a VP who earns a seat at the strategy table, or an executive team that starts making decisions in days instead of weeks.
Most engagements run 6 to 12 months with bi-weekly sessions. That timeframe allows enough space for genuine behavior change – not just intellectual understanding, but new habits under pressure. Shorter engagements (3–4 months) can work for focused challenges like a specific transition or presentation skills, while longer engagements are typical for senior executive development.
Look for ICF (International Coaching Federation) credentials – they’re the industry standard. The levels are ACC (Associate), PCC (Professional), and MCC (Master Certified Coach). MCC is the highest credential, held by fewer than 5% of coaches worldwide and requiring 2,500+ hours of coaching experience.
Beyond credentials, ask whether the coach has actually done the work you’re doing. A coach who has held executive roles brings a different quality of understanding than one who studied coaching as a second career. At Tandem, both lead coaches (Cherie Silas and Alex Kudinov) hold MCC credentials and have extensive corporate leadership backgrounds.
It starts with a conversation. We learn about your goals, challenges, and context – then determine whether coaching is the right fit and which coach on our team is the best match. From there, we design a structured engagement using our ASPIRE® framework, including initial assessments, goal-setting, and a clear timeline with milestones.
There’s no obligation and no pressure. If coaching isn’t the right answer for your situation, we’ll tell you.
Have a question that’s not answered here?
Get in TouchExecutive coaching comes in many forms. Here’s what you should know before making a decision.
The labels get confusing. Executive coaching focuses on senior leaders navigating complex organizational challenges – strategic thinking, executive presence, stakeholder management, and high-stakes decisions. Leadership coaching is broader, often targeting emerging leaders or managers developing foundational skills. Life coaching addresses personal goals and life transitions, without the organizational context.
The difference matters because it determines your coach’s frame of reference. An executive coach who has worked with C-suite leaders understands board dynamics, P&L accountability, and the politics of senior teams in ways that other coaches don’t.
Explore the different types of coaching for leadersExecutive coaching is a significant investment, and pricing varies widely. Solo coaches may charge $200–$500 per session, while MCC-credentialed coaches at established firms typically work on retainer engagements starting at $15,000. Factors include the coach’s credentials and experience, engagement duration, assessments included, and the number of stakeholder check-ins built into the design.
The question isn’t just what it costs – it’s what the alternative costs. A senior leader who underperforms for 12 months, or a key executive who leaves because they didn’t get development support, has a far higher price tag.
Read our full breakdown of executive coaching costsThe coaching industry is evolving. Virtual coaching has become the norm (not a compromise), AI-driven assessments are supplementing traditional tools, and organizations are investing in coaching at earlier career stages. The biggest shift: companies are moving from reactive coaching (fixing a problem leader) to proactive development (accelerating high-potential talent).
For executives evaluating coaching, this means more options, but also more noise. The fundamentals haven’t changed – a credentialed coach with real executive experience, a structured framework, and measurable outcomes is still what separates effective coaching from expensive conversations.
Read about the latest trends in executive coachingStart with credentials. ICF MCC is the highest coaching credential in the world, held by fewer than 5% of coaches. Then look at who the coaches actually are – have they held executive roles themselves, or are they career coaches with only classroom training?
Ask about structure. A firm with a defined methodology (like our ASPIRE® framework) will deliver more consistent results than one that relies on each coach’s individual style. Ask about assessments, stakeholder involvement, and how progress is measured. If the firm can’t articulate how they track outcomes, keep looking.
See what makes the best executive coaches stand outStart with a conversation. We’ll learn about your challenges, your goals, and whether coaching is the right fit. No pressure, no sales pitch – just an honest assessment from coaches who’ve been where you are.
Free initial consultation · No commitment required
