Executive Coaching for C-Suite Level Leaders

Achieving Impactful Results with C-Suite Leaders

Today's top leaders face evolving challenges and pressures throughout their careers. As contexts shift, they must continually adapt, finding an authentic leadership style that aligns with their goals and the demands of the role. Our premium executive coaching supports C-suite leaders in navigating transitions, whether stepping into a new role, seizing new opportunities, or managing volatile, complex, and high-stakes environments.

Our executive coaching is a confidential, personalized partnership focused on achieving impactful results. At TADA, we help leaders excel within their unique context, with a special emphasis on essential levers for success: effective communication, building and leading high-performing teams, and enhancing influence and relationships.

Executive Coaching Process

  1. Initial Alignment and Assessment
    We start with an alignment meeting with the leader's sponsor to set expectations, followed by a rapport-building session with the executive. Comprehensive assessments, including 360-degree feedback and Hogan evaluations, provide deep insights into the leader’s strengths and areas for growth.

  2. Insight Development and Action Planning
    Through structured feedback sessions, we explore how the executive can leverage their strengths, systems, and influence. Together, we create a customized development plan aligned with personal aspirations and organizational objectives.

  3. Ongoing Coaching and Application
    Weekly coaching sessions guide the leader through practical applications of new insights, with frequency tapering as progress solidifies. Regular check-ins with the sponsor ensure continued alignment with organizational goals, supporting lasting impact through refined approaches and behaviors. Coachees are helped to build their own networks of support, influence and ongoing feedback.

This process empowers leaders to gain critical insights into their assumptions, personality, and relationship style, helping them solidify a leadership approach that is both authentic and effective. By exploring and embedding new ways of working, executives are equipped to lead with confidence and drive results.

Case Study 1: Building Confidence in a COO

Need: The COO sought greater confidence as he prepared for expanded responsibilities.
Context: A technical mining services company was implementing a new strategy, with the CEO set to retire.

Coaching Process Highlights:

  • An interview-based 360 assessment showed the COO was respected for his judgment and people skills, despite his lack of formal education.

  • Through feedback, stretch exercises, and informal conversations, the COO developed a more confident mindset.

  • New behaviors and open conversations with peers reinforced this shift, helping him establish an authentic and confident voice.

Outcomes:

  • The CEO reported that the COO was speaking up more and was valued for his sense of humor.

  • The Board of Directors began to rely on his practical judgment and clear insights.

Case Study 2: Restoring Trust for an IT SVP

Need: The IT SVP was losing trust and effectiveness in his role.
Context: A national nonprofit was evolving its strategy and work processes, with the IT SVP leading a digital transformation.

Coaching Process Highlights:

  • Personality assessments revealed a tendency toward ingratiation, while 360 feedback indicated that stakeholders felt disrespected.

  • Through candid discussions, reading, and practicing new behaviors, the SVP learned to balance stakeholder needs and manage expectations.

  • Key relationships were mended, and trust was reestablished across stakeholders.

Outcomes:

  • The IT leader was promoted, with additional accountabilities.

  • Strong teamwork was built within his team and with peers, enhancing collaboration across major functions of the organization.