OUR SERVICES
TIER ONE:
EXECUTIVE COACHING
Lead with Clarity. Drive with Confidence.
Strengths-based executive coaching for leaders who want results, not just reflection.
The Challenge
You've achieved success, but something's shifted. Maybe you're stepping into a new role, leading through significant change, or questioning whether the next level is right for you. The skills that got you here may not be the ones that get you there.
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You need more than generic leadership advice. You need a thinking partner who understands business context, asks the right questions, and helps you leverage your natural strengths to achieve the outcomes that matter.
Our Approach
Executive coaching at Holistic Leadership Solutions starts with understanding how you lead best. Using CliftonStrengths assessments and deep discovery conversations, we identify your natural talents and build a development plan that works with your wiring, not against it.
Ideal For
• Executives stepping into new or expanded roles
• Senior leaders preparing for C-suite advancement
• High-performers feeling stuck or questioning their trajectory
• Founders and CEOs who want strategic thought partnership
• Leaders navigating significant organizational change
TIER TWO:
TEAM DEVELOPMENT
Your Leadership Team Sets the Ceiling.
We help executive teams move from silos and misalignment to strategic clarity and collective execution.
The Challenge
Organizational performance can't exceed leadership team capability. When your executive team operates in silos, competes for resources, or lacks alignment on priorities, every function beneath them inherits those problems.
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You see the symptoms: priorities that compete instead of complement. Decisions that stall in endless meetings. Talent that leaves because they're caught in the middle. A sense that you're capable of more but unclear on what's blocking it.
Our Approach
We help leadership teams build the alignment and collective capability to execute as one unit. Through data gathering, team assessments, and facilitated conversations, we surface what's working, identify the gaps, and create the conditions for high performance.
Ideal For
• Executive teams with a new CEO or significant turnove
• Leadership teams experiencing trust or alignment issues
• Organizations where silos are blocking execution
• Teams capable of more but unclear on what's holding them back
• Dysfunctional teams that need a reset
TIER THREE:
LEADERSHIP DEVELOPMENT
The Middle Is Where Strategy Thrives or Dies.
We upskill managers with the mindset, skills, and systems to develop talent, drive performance, and cascade strategy.
The Challenge
Gallup research shows that 70% of the variance in employee engagement is attributable to the direct manager. Your managers aren't just implementing strategy, they're translating it, modeling it, and either reinforcing or undermining your culture every day.
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Most managers were promoted because they were great individual contributors. But the skills that made them successful in their previous role don't automatically transfer to leadership. Without intentional development, they're left to figure it out on their own, often at the expense of their teams.
Our Approach
We help organizations develop managers who can nail the moments that matter: the coaching conversations, the difficult feedback, the career development discussions, the team meetings that actually accomplish something.
Ideal For
• Organizations with newly promoted or struggling managers
• Companies experiencing engagement or retention issues
• Growing organizations that need to scale leadership capability
• Leadership teams that want consistent management practices
• HR leaders looking for development programs with measurable impact
TIER FOUR:
LEADERSHIP INFRASTRUCTURE
Systems That Sustain What Training Starts.
We build the talent systems, processes, and organizational design that let your business scale without chaos.
The Challenge
Growth is exciting until it starts breaking things. The hiring process that worked at 20 employees falls apart at 100. The onboarding that felt personal becomes a checklist. The development conversations that happened organically disappear entirely.
Leadership development that doesn't integrate into daily operations fades within weeks. Sustainable culture change requires embedding strengths-based practices into every step of the employee lifecycle: how you hire, onboard, develop, engage, and support your people.
Our Approach
We help organizations build the talent management systems and processes that reinforce leadership investment and scale with growth. This is infrastructure work: creating the documented, repeatable practices that sustain culture and performance.
Ideal For
• Growth-stage companies where informal practices are breaking down
• Organizations experiencing high turnover or cultural challenges
• Companies that need scalable, documented people processes
• HR leaders who want development investment to stick long-term
• Leadership teams preparing for the next stage of growth
EXIT READINESS
You Built the Business. Now Protect What It's Worth.
Leadership gaps quietly erode enterprise value. We help founders build the leadership infrastructure that protects your investment and gives you options.
The Problem
You've spent years building something valuable. But when it comes time to scale, step back, or sell, you discover what buyers and PE firms have known all along: the business runs on you.
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"What happens if I take a month off?"
Your leadership team can handle tactics but struggles with strategy. Major decisions wait for you. Key relationships exist only in your head.
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"Who's next in line?"
If your VP of Sales leaves tomorrow, do you have someone ready? Is your succession plan documented or just wishful thinking?
"Will my people stay through a transition?"
Buyers pay premiums for stable teams. If your culture depends on you being in the building, that's a risk factor, not an asset.
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"Am I leaving money on the table?"
Leadership gaps can cost half a turn on your EBITDA multiple. On a $1M EBITDA business, that's $500K or more in lost sale price.
What We Assess
• Founder dependency: How much does the business rely on you for daily decisions and key relationships?
• Leadership team capability: Can your team operate and grow the business without you?
• Succession depth: Who steps in if a key person leaves? Is it documented?
• Culture stability: Will your best people stay through a transition?
• People systems maturity: Are your hiring, development, and retention practices documented and transferable?
• Decision distribution: Does the organization make good decisions when you're not in the room?
Ideal For
• Founders planning exit in 12 months to 5 years
• Business owners who want options even if exit timing is uncertain
• Companies that have been through unsuccessful sale processes
• Owners who know the business depends too much on them
• M&A advisors and wealth managers seeking a trusted referral partner