Executive Coaching
Grow Your Leaders, Grow Your Business
Coaching Offerings and Approaches
Leaders are the keystone of your organization – their success creates the organization’s success. Great leadership begins with a combination of awareness, understanding of strengths and weaknesses and mindsets. Strengthen your top leaders for high-performance roles with executive coaching.
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Learn When To Flex
We each have preferences and default behaviors. Through coaching, we help you recognize when and how to flex those behaviors
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Tailored to Individuals
The coaching process is customized to create a personalized plan and duration to achieved desired outcomes and accommodate learning styles.
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Assessment Based
We leverage a variety of assessments and tools to help each person learn more about themselves and how others experience their leadership.
Types of Coaching
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LEADERSHIP TRANSITIONS & MILESTONES
New leaders and newly promoted executives often take months longer than necessary to become effective, and the cost of that lag shows up in team performance and stalled decisions. This coaching combines assessment and a structured ramp-up plan to shorten that runway.C-SUITE & EXECUTIVE ASSESSMENTS
Your organization needs an objective read on a leader's readiness, whether that's for succession planning, a promotion decision, or targeted development. Assessment-based coaching gives you and the leader a clear, data-backed picture of strengths and gaps, not just gut feel.LEADERSHIP AWARENESS & FLEXIBILITY
Most leaders default to the same handful of behaviors regardless of what the situation calls for, and they're often the last to see it. This coaching builds awareness of values, natural preferences, strengths, and potential derailers (behaviors that undermine you under pressure), then helps you recognize in the moment when your default approach isn't serving you and what to do instead.TEAM EFFECTIVENESS
Teams that avoid conflict and let trust erode underperform relative to their actual talent, and the drop-off is often invisible until it shows up in results. Using individual assessments as a baseline, this coaching gives teams a structured way to practice constructive conflict and rebuild working trust.EMERGING LEADER / HIGH-POTENTIAL DEVELOPMENT
This coaching prepares high-potential managers and directors for the next level before they're in it: building self-awareness, closing specific skill gaps, and giving them exposure to the judgment calls a bigger role demands. The goal is a leader who's ready on day one, not one who's still figuring out the job six months in.STORYTELLING & EXECUTIVE PRESENCE
High-stakes communication moments (a board presentation, a conference keynote, a company-wide message) are where credibility is won or lost, and most executives haven't been trained to handle them. This coaching helps you find the story and message that make the moment land. -
Self-awareness built on guesswork leads to development plans that miss the real issue. We use a set of validated, research-backed assessments, matched to your specific objective, to give coaching a concrete starting point instead of assumption. We work with you to determine which assessment is the best fit for your needs.
HERRMANN BRAIN DOMINANCE INSTRUMENT (HBDI)
Maps your thinking preferences across analytical, structured, relational, and big-picture approaches, useful for understanding how you solve problems and where you may clash with others.EQi 2.0 (INDIVIDUAL OR LEADERSHIP)
Measures emotional intelligence, your ability to recognize and manage emotion in yourself and in your interactions with others.360 ASSESSMENT
Gathers structured feedback from peers, direct reports, and managers to show you how your impact is actually perceived, not just how you intend it. Clarifies what drives and motivates you, and the type of culture and work you're likely to find most satisfying (or most frustrating).HOGAN DEVELOPMENT SURVEY (HDS) Surfaces the behavioral patterns that tend to emerge under stress or pressure and can undermine performance and relationships if left unmanaged.
HOGAN PERSONALITY INVENTORY (HPI) Identifies your core personality traits and how others are likely to experience your day-to-day working style.
HOGAN MOTIVES, VALUES, PREFERENCES INVENTORY (MVPI) Clarifies what drives and motivates you, and the type of culture and work you're likely to find most satisfying (or most frustrating).
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Every engagement starts with your objective, not a template. We build the duration, structure, and tools around what you're trying to accomplish, whether that's navigating a single high-stakes moment or working through a year-long leadership transition. What stays constant is a personalized plan grounded in data, not guesswork, and a partnership built on trust from the first conversation.
Durations
JUMP START
A single, focused session for an immediate, specific need.
THREE MONTH
Targeted development on a defined skill or transition.SIX-MONTH
Sustained work on broader objectives that require repetition to take hold.YEAR LONG
Comprehensive development tied to a major transition, succession plan, or multi-part goal.What To Expect:
We start with a conversation to confirm the right fit, then ground the work in assessment and, where relevant, stakeholder input, so your plan reflects real data rather than assumptions. From there, we meet regularly to work through your objectives, adjusting as your priorities shift, with support available between sessions. Every engagement closes with a reflection on what changed and how to sustain it going forward.
About Karen Eber
Karen Eber brings twenty years of leadership experience from both sides of the desk.
Before coaching leaders on it, she led culture and leadership development from the inside, serving as Head of Culture and Chief Learning Officer at GE and Head of Leadership Development at Deloitte.
That experience means the work isn't theoretical: Karen has built succession plans, run assessments, and learned what made leadership transitions succeed or fail.
She's also a TED speaker and the author of The Perfect Story, which shapes how she coaches communication and presence, but her background goes well beyond storytelling.
Whether the work is an executive assessment, a leadership transition, or team effectiveness, the same approach applies: grounded in data, built around your specific goals, and focused on capability you keep, not a plan you outsource.
Want more on Karen's background and how she works with organizations? Visit the About page.
Frequently Asked Questions about Executive Coaching
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Coaching is a structured partnership focused on your development, decisions, and effectiveness, not on someone else doing the work for you. Unlike consulting, we don't hand you a solution; we help you build the judgment and skills to get there yourself. If issues arise that fall outside coaching's scope, such as a clinical concern, we'll say so directly and point you toward the right resource.
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Individual executives, leaders in transition, high-potential managers preparing for their next role, and intact teams working through effectiveness or trust issues.
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We start every engagement with a chemistry conversation before any commitment is made. If it's not the right fit on either side, we'll tell you, and that's a legitimate outcome of that first conversation, not a failure.
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It depends on the objective. A single high-stakes situation, like preparing for a major presentation, might only need a Jump-Start session. Broader development, like a leadership transition or sustained behavior change, typically runs three to twelve months. We'll recommend a duration based on what you're trying to accomplish, not a default package.
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We use validated, research-based tools such as the Hogan suite, EQi 2.0, HBDI, 360 feedback, and StrengthsFinder, matched to your specific goals. Not every client participates in assessments.
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Sessions are most often held virtually, using a web-meeting platform. When necessary, in-person sessions are arranged.
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The plan is meant to adapt. We check progress regularly and adjust objectives if your situation shifts, rather than holding rigidly to the original scope.
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Reach out to start a conversation.
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Storytelling coaching is focused on helping someone become a memorable communicator, whether that's preparing a specific talk, story, or presentation, or working on their overall messaging. Executive coaching is broader, focused on how a leader approaches their leadership role as a whole.
Bring Out Your Best Self
Let’s start with a conversation to identify your goals.