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Capabilities: Executive Coaching
Most executive coaching is disconnected from the organization it’s supposed to serve.
A coach works with a leader in isolation, building self-awareness and exploring strengths, without ever engaging the culture, strategic pressures and performance expectations that decide whether the engagement produces real change. We work differently. Every engagement begins with the organization, not the individual, and is designed to produce measurable behavioral change that serves both.
Our Approach to Coaching
Grounded in organizational reality. Measured against business outcomes.
Our coaching engagements begin by understanding the organization: its culture, its performance expectations and the specific challenges the leader is navigating. Coaching is then designed to produce measurable behavioral change. Not personal growth as an end in itself. Leadership effectiveness as the objective.
What we do
- Senior-led coaching calibrated to a specific role and organizational context
- Defined engagement scope, behavioral objectives and measurable outcomes
- Integration with VantagePoint™ assessment data where relevant
- Coaching designed to translate individual development into organizational performance
What we don’t do
- Generic personality-based coaching disconnected from role demands
- Open-ended engagements with no defined outcomes or timeline
- Junior coaches managing senior client relationships
- Coaching as a substitute for performance management
When We’re Called In
Five situations where executive coaching drives the highest return.
From rising stars to seasoned executives, every engagement is customized and may integrate leadership assessment or organizational diagnostics. These are the five most common starting points.
01
New executive onboarding
The first year is when placements succeed or fail. We work with newly placed executives, including those placed through our own searches, to accelerate effectiveness and reduce transition risk.
02
Role expansion or strategic transition
When a leader moves into a significantly expanded scope, a new industry or a larger platform, the instincts that worked before may not transfer. We make that transition deliberate.
03
High-potential development
For identified successors preparing for C-suite responsibility, targeted coaching accelerates readiness and closes gaps before they become costly.
04
Performance and behavioral challenges
When a strong leader has a specific gap, a style that undermines the team, a communication pattern that damages relationships, targeted coaching produces rapid, measurable change.
05
Leadership team effectiveness
We work at the team level to build alignment, address dysfunction and strengthen how a senior team makes decisions, manages conflict and drives performance.
“He doesn’t just coach me. He rewires my thinking in 60 minutes flat.“
Michael Sandeen · Managing Partner, Sandeen & Giblin
Questions we hear most
Before you call, a few straight answers.
Who does the coaching?
Senior partners, including Rob Andrews. Every coach has held P&L responsibility and led organizations. We do not hand senior leaders to junior coaches.
How long is a typical engagement?
Most engagements run six to twelve months with a defined scope and measurable objectives agreed at the start. Open-ended coaching with no end point is something we decline.
Do you coach leaders outside Houston?
Yes. Our executive coaching practice is based in Houston and serves leaders across Texas and nationally, in person and by video.
How is progress measured?
Against the behavioral objectives set in the first session, with input from the leader’s manager or board and, where useful, a VantagePoint™ assessment at the start and end.