Executive Coaching

The coaching process is based on the ICF (International Coaching Federation) protocols and competencies.


The Chemistry Meeting.

The Adaptive-Talent Coach meets with the prospective coachee and describes our process and the “rules of engagement” (confidentiality, candid straight-talk, commitment, etc.). This is a session to find someone to trust and respect, who can match their need with the coach's skills, experience, and accessibility. 

Schedule your Chemistry meeting here:

To Kick Things Off:

  • Co-Creating the Relationship: Establishing trust and coach’s presence. Create a safe supportive environment. We may keep the individual’s manager appraised of progress while at the same time maintaining our confidentiality agreement with the person being coached.
  • We use reliable, valid assessments: We are familiar with leadership competency models. We may gather feedback or interview direct reports and peers of the individual being coached. We often employ other valid self-assessment tools to help the individual being coached develop a deep and realistic understanding of his or her effectiveness as a leader. The coachee can provide copies of resumes/performance summaries/360's/assessments when appropriate.
  • Communicating effectively: Active listening, powerful questioning and direct communication.
  • Facilitating learning and results: creating awareness, designing actions, planning and goal setting and managing progress and accountability.
  • Coaching sessions are scheduled for sixty (60) – ninety (90) minutes and can be conducted virtually or (preferred) face-to-face.
  • A minimum six (6) month coaching session is suggested as an initial engagement.

360 Assessments

  • Adaptive-Talent Coach will conduct 30–45-minute interviews with up to 12 people selected to participate.
  • Up to 12 people can be selected for interviews; those selected should be comprehensive and cover a broad range of views. Those selected should include members of leadership, peers, key stakeholders, and direct reports.
  • A consistent interview guide will be used and will include both closed-ended and open-ended questions to obtain both quantitative and qualitative data.
  • Results of the interviews will be shared and will help inform the goals of the coaching engagement.

HBDI Assessments & Workshops  


Whole Brain® Thinking is a scalable framework which provides a lens for improved understanding and insight. It acknowledges that different tasks require different mental processes, and different people prefer different kinds of thinking. Whole Brain® Thinking helps organizations get better results when they can strategically leverage the full spectrum of thinking available.

Everyone has access to all four quadrants but to varying degrees. Applying Whole Brain® Thinking means being able to fully leverage one’s own preferences, stretch to other quadrants when necessary, and adapt to and take advantage of the preferences of those around you to improve performance and results.

It is the framework which underpins the highly validated Herrmann Brain Dominance Instrument®(HBDI®), the profile at the heart of the Herrmann Whole Brain® Thinking System. It allows you to understand your own thinking preferences and detect the thinking preferences of others. It is self-reflective, but also acts as a foundational component to communication, adapting to others, problem solving and collaboration. The Adaptive Talent coaching model is anchored to Whole Brain® Thinking.

Contact Us for Pricing

Leaders of Tomorrow (LOT) Program  

“Daring leaders work to make sure people can be themselves and feel a sense of belonging.” - Brene Brown

Why: The Leaders of Tomorrow (LOT) program has been designed to teach managers [of people] and those identified as hi-performing, hi-potential, how to manage, mentor, inspire and hold others accountable. The intention of this program is to ensure all attendees have been given a solid leadership foundation and dive deeper into each leader’s personal leadership journey.

What: A series of four (4), half day workshops for one (1) cohort group of ~10-15 participants.

Modules Include:


  • The Adaptable Leader Model
  • Whole Brain Thinking
  • Listening & Communication
  • Situational Leadership
  • Retaining Top Talent
  • Managing Performance
  • Providing Quality Feedback
  • Neuroscience and Habits

Setting Your Team Up for Success Workshops 

The intention of this workshop is to help accelerate teams through the forming/storming/norming/performing phases of team development. We do this with a focus on individual thinking preferences and team thinking preferences followed by alignment on the team’s key pillars of success and working norms.

Workshops are customizable, some modules are listed below:

  • Current State and Future State Visualization
  • Mindset Shifts
  • Identify Team Working Norms
  • Values Work
  • Close and Commit

Outplacement Services

Outplacement Services works with employees impacted by a Reduction In Force (RIF) to support and assist them in their career transition. The impacted employees will concentrate on establishing concrete goals, sharing resources/tools and completing exercises to help them navigate their career transition. Two one-on-one coaching sessions delivered via MS Teams for 30-45 minutes each for individuals to help accelerate their career transition and professional development. These sessions will be laser focused on assisting the individual navigate their career transition and support success in securing their next role.

  • A review of their resume to ensure it accurately reflects their skills and strengths
  • A review of their LinkedIn profile and tips shared
  • Resources and tools applicable to the individual’s coaching goals will be shared throughout the engagement.

Compensation Benchmarking and Analysis

Compensation Analysis includes a review of each position within the specified organization, this can be one department or an entire company. We create a unique company profile based on the industry, size, and geographic location of the company.

We then review roles & responsibilities, key skills & attributes, years of experience, educational requirements, and any applicable certifications to create a job profile tailored to the specific position.

Once we have completed this we will provide a compensation assessment of where the individual stands in relation to known market-based compensation.

Equity Analysis

Typically done in conjunction with a compensation assessment, we can also provide a risk assessment as to any equitable compensation concerns within an organization. We will use rational grouping and statistically significant testing to determine if any personnel are outside of commonly expected salary deviations for that group (+/- 1SD).