Leadership assessment and coaching
for leaders at inflection points.
A structured, personalized engagement that surfaces how you lead, where your greatest risks lie, and what needs to evolve as your role and organization scale.
What got you here may not carry you to what's next.
In fast-moving organizations, leaders rarely have time to pause, reflect, and recalibrate. The habits and behaviors that drove early success can quietly become constraints as scope, complexity, and expectations increase. Without a clear view of what's working and what's getting in the way, it's difficult to know what to double down on — and what needs to evolve.
New demands, old habits
What carried leaders to their current level of success may not scale to meet what comes next. The behaviors that worked at one stage can quietly become the ceiling at the next.
Speed without recalibration
In fast-moving environments, leaders rarely have the time or structure to reflect, adapt, and realign. The pace of execution leaves little room for deliberate development.
Unproductive discomfort
Growth brings discomfort — but without clarity and alignment, that discomfort leads to wasted effort, derailment, and missed opportunities rather than meaningful progress.
Three phases. One cohesive development arc.
The process is structured and sequenced intentionally — each phase builds on the last to move from insight to action to sustained change. Every engagement is grounded in data, co-created with the leader, and built around what the moment actually requires.
Assessment — establish the full picture
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Behavioral interview Current state from the leader's perspective — career arc, current role, key challenges.
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Hogan Personality Assessment Science-based view of strengths, derailers under pressure, and core values.
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Stakeholder interviews Structured feedback from 9–12 people who know the leader best.
Debrief + planning — translate insight into a plan
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Leadership Insight Report Synthesized findings debriefed with the leader — strengths, risks, and growth areas.
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Co-create development plan Work with the leader and HR partner to build a plan grounded in the findings.
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Manager alignment Finalize the plan in a conversation with the leader, manager, and HR together.
Implementation — sustain behavior change
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6–9 months of coaching support Work with the coach to implement the development plan in real-time leadership situations.
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Manager and HR alignment Structured 6-month check-in to evaluate progress against development plan goals.
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Formal close-out End-of-engagement debrief and forward-looking conversation.
Three investment levels — start where you are.
Each package builds on the last. Choose based on the stakes of the moment and the depth of insight your situation requires.
Best for: Emerging leaders and leaders preparing for a role change
A fast, focused view of how a leader shows up today and where they need to evolve next.
- 60-min leadership development session — career journey, current role, future demands
- Hogan Personality Assessment + 60-min debrief
- Two 45-min alignment interviews — direct manager and HR leader
- 2-page leadership summary — strengths, growth risks, development priorities
- One 60-min development planning session
- One 60-min alignment conversation
Best for: Leaders in critical roles expanding in scope and complexity
A full, decision-ready view of leadership strengths, risks, and alignment across the system.
- 12 structured 30-min stakeholder interviews
- Expanded 6-page Leadership Insight Report — assessment data, leader interview, stakeholder input
- One 60-min report debrief with the leader
- One 60-min report debrief with manager and HR leader
- One 60-min development planning session
- One 60-min alignment session with leader, manager, and HR
Best for: Executive-level leaders and one layer of leadership below C-suite
Not just insight — sustained leadership behavior change over a 6–9 month arc.
- Six months of leadership coaching — bi-weekly or monthly cadence
- One 60-min midpoint alignment session with leader, manager, and HR
- One 60-min closing debrief with leader, manager, and HR
Tyler was very insightful in helping me understand my strengths and the areas I needed to grow. He helped put feedback I may be quick to dismiss in context and helped me assemble an actionable plan. I recommend Tyler and would eagerly work with him again.
— Director, Cloud Governance, Amazon Web Services
Ready to find out what's possible?
The first conversation is 30 minutes — no pitch, no pressure. Just an honest look at what you're working with and whether this is the right fit for your leader or organization.
Book a strategy callMost engagements begin within two to four weeks of the initial conversation.