Executive Team Coaching Header image of two people standing back-to-back and smiling. They are saying that their personalities are different, that they need to communicate better, and that they want the organization to thrive.


Does your team talk about the things that are difficult to talk about?

In order to grow as a cohesive and powerful team, executive teams need to feel safe discussing tense topics.  The human desire to maintain good relationships causes us to feel anxious about conversations that may evoke conflict or hurt feelings. Hence, we often avoid or “talk around” critical problems. The universality of this problem is reflected in the overwhelmingly positive response to books such as Radical Candor and Crucial Conversations.

Dr. Groff has a talent for making groups feel comfortable while addressing difficult topics. The safety she creates helps teams have the gritty conversations that are necessary to build trust, have fun, and form the powerful alignment that makes a team unstoppable.

Key Topics in Executive Team Coaching

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 What are my own strengths?

How do I interact with others?

What is my leadership style?

♦ What do I need from the team?

♦ How can I develop myself?

How do I sustain excellence?

Small green circle with outline of two people and arrows going back and forth between them to represent interpersonal challenges for High Achievers


How do we drive each other crazy?

When are we at our best?

Where do we have broken trust?

How do we communicate?

How do we resolve conflict?

Are we aligned on our processes?

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What is our vision?

Are we aligned on our goals?

♦ How are we impacting culture?

Where are our inefficiencies?

How do we adjust in rapid expansion?

How do we lead through transition?

Politeness is the poison of collaboration.

–Edwin Land

Executive Team Coaching Process

The best progress will occur from working with 4-8 leaders. For larger organizations that are seeking services for more than 8 leaders, we will break teams into subgroups. Dr. Groff will start with a non-threatening but productive group meeting or workshop. As she establishes trust with the group, she will help them dig into progressively more complex topics. Groups should meet at least once per month to get traction; however, the precise duration and frequency can vary according to the needs of each team. In some cases, teams benefit from 1:1 follow-ups between the larger group meetings.

Common Outcomes and Goals

  1. Break/prevent silos.
  2. Identify and resolve conflict.
  3. Increase awareness of roles and mutual impact.
  4. Align goals and processes.
  5. Build a high-trust environment.
  6. Increase decision-making efficiency.
  7. Increase leadership skills.