Through its consulting services division, the group addresses:

· Executive Recruiting
· Executive Coaching
· Career Refocusing
· Dual Career Issues/Trailing Partner Relocation
· New Leader Assimilation
· Change Leader Coaching

All Executive Development processes are delivered by a principal of the Group in conjunction with our staff Ph. D. Psychologist.


The Executive Development Process is designed to assist senior level managers and executives perform more effectively within the organization. In these assignments, the coach works with the candidate on relevant business and workplace relationship issues. Executive/Professional Coaching may be delivered as a separate consulting service, or as follow-up in the implementation of the action plan that is developed in a typical career management assignment.

The purpose of the Executive Career Management process is to meet an organizational requirement for assisting valued employees in effective management of their careers. Focusing on both the employer's goals and the employee's perceived career needs, the program helps participants evaluate business and personal goals. By assessing relevant attitudinal and behavioral factors, selected individuals can direct energy toward achieving specific personal and organizational objectives. This process integrates a comprehensive career and personal assessment, including an optional 360º feedback process, with effective action planning and is accomplished through an intensive one-on-one counseling relationship.

Executive Career Management incorporates this thorough assessment, with a comprehensive career and life planning strategy. This process guides the participant in considering priorities/drivers related to career needs, geographical/lifestyle needs and financial needs.

New Leader Coaching is designed to help achieve a successful transition to new or expanded leadership responsibility. Currently, most organizations report a disappointment or failure rate of approximately 40% for new leaders 12-18 months into their assignment. New Leader Coaching is intended as a proactive/preventive process of leadership development, which ideally starts before or at the time of the executive's appointment. It can also be implemented following the appointment if it becomes apparent the executive is encountering transitional problems. It is appropriate for both new and experienced executives.

Change Leader Coaching is a process designed to assist leaders charged with planning and implementing significant organizational change. Recent research indicates that 50% - 75% of change processes fail to meet their objectives. Personal success factors include (1) anticipating and initiating change, (2) envisioning and communicating change, (3) managing resistance and conflict, (4) managing the change. Change Leader Coaching is intended as a preventive/proactive process, but can be implemented as a reaction to the executive encountering challenging change management situations.