Client Name

What internal habits, assumptions, or external dynamics do you suspect are holding you back?

🔥🕰How often do you want to meet with me?

How do you perceive the client? What are the barriers do you see? What are the next step?

Draft the SOW and pricing proposal for Client/Company Name following our discovery call with Sponsor Name & Title. We are looking at a X-month program starting Date for Number, Role Level, featuring Cadence with async touchpoints, Diagnostics/360s, Triad Calls] and Quarterly HR Reports. Please build 1–2 pricing options target around Budget Range using a Pricing Model with Payment Terms, and have the proposal and SOW ready for internal review by Date/Time ahead of our client meeting on Presentation Date.

Include:

💰 Budget & Terms

Pricing Tiers: Calculate hours, fees, and margins to build 1–2 options.

Select the primary organizational transformation or strategic goal driving this coaching engagement.

If your initiative serves multiple interconnected drivers, select the primary catalyst and use the comment box to describe how they intersect across business units.

Identify the core competency framework or leadership architecture our coaches must align their conversations and goal-setting toward.

Consistent terminology between external coaches and internal performance rubrics ensures coachees receive coherent developmental feedback. Use the comment box to note any proprietary company values or internal rubrics.

Detail the target cohort and the underlying rationale for selecting these specific individuals for coaching.

Use the structure below to record the details:

Add one entry summarizing the participant cohort profile and selection criteria.

Select the operational model for manager engagement across the 3-way alignment and exit review calls.

Three-way alignment between the coachee, direct manager, and coach creates organizational support while safeguarding personal psychological safety. Select your required governance structure and add any scheduling parameters in the comments.

Select the progress reporting cadence and depth required for HR, Talent, and L&D stakeholders.

Coaching integrity requires strict separation between individual developmental confidentiality and aggregate program tracking. Select your reporting requirements and specify any specific reporting formats or dates in the comments.

Select the primary business and behavioral KPIs that will demonstrate tangible return on investment for this initiative.

Effective coaching ROI blends hard organizational performance indicators with measurable leadership behavior shifts. Choose the primary success indicators and specify targeted milestones in the comments.

Synthesize the intake selections into a concise organizational coaching brief that will guide matching and coach orientation.

Draft your brief directly in the box below using this structure:

Add your final brief here to authorize coach matching and launch individual participant onboarding.

Record the coachee's state transition by observing their somatic cues, cognitive bandwidth, and emotional posture when joining versus concluding the conversation.

Evaluate how effectively the coachee followed through on the specific micro-commitments, experiments, or tactical action items agreed upon in the preceding session.

Designate the current health status of this coaching engagement. Your selection governs internal program governance, supervision check-ins, and proactive enterprise sponsor escalations.

Draft the enduring coaching log for this conversation. Ensure notes capture strategic context without violating executive confidentiality boundaries.

Use this structured synthesis model:

Indicate your relationship to the leader being assessed, or select self-evaluation if you are scoring yourself.

Aggregating feedback across stakeholder tiers enables an objective comparison between perceived self-efficacy and actual stakeholder experience.

Select the role category that best reflects your working dynamic.

Evaluate how effectively the leader translates organizational ambition into operational reality.

Consider whether they articulate a compelling future state, establish unambiguous priorities, make timely decisions under ambiguity, and hold teams accountable for measurable outcomes.

Select the behavior frequency that best describes their day-to-day execution, and add a brief example or context in the comment field.

Assess the leader's self-awareness, emotional self-regulation, and interpersonal impact under pressure.

Observe how they navigate conflict, receive critical feedback, and maintain psychological safety when stakes are high or deadlines compress.

Select the level that reflects their emotional composure, and note any consistent patterns you have witnessed.

Reflect on how the leader cultivates capability, delegates authority, and sponsors talent across the organization. Choose the frequency that captures their talent enablement, and leave a note explaining your choice.

Gauge how effectively the leader breaks down organizational silos, aligns conflicting stakeholder agendas, and builds enduring trust.

Select the rating that matches their cross-boundary effectiveness, and share any relevant context in the comments.

Name 1–2 standout leadership qualities, behaviors, or capabilities that make this leader most effective.

Ground your input in specific observations:

Write your qualitative observations below.

Highlight 1–2 developmental areas, overlooked habits, or unintended impacts that currently hinder this leader's full potential.

Constructive candor is vital for executive development. Focus on behavioral shifts that would transform their impact:

Record your developmental observations below.

Synthesize your evaluation into a proposed developmental focus for this leader's upcoming executive coaching engagement.

Every sustainable leadership breakthrough comes down to mastering 1–2 behavioral shifts over the next 90 days. Based on your assessment, define:

This synthesis directly forms the input for the leader's coaching brief and debrief session. Write your recommendations below in a 1 page document that will be shared with the Leader.

Before tracking specific tasks, map your natural chronotype and baseline productivity rhythms across a typical business week.

High-performance leadership requires aligning demanding strategic decisions with physiological peak hours rather than treating all calendar hours as equal. Consider:

Record your typical daily peak, trough, and recovery windows below, along with the two types of work that currently deplete you the fastest.

Log the major tasks, meetings, and operational demands you handled today, noting their impact on your energy battery.

Use this entry format for each core block:

Add one comment entry per major work block or context switch throughout the day.

Capture your key operational blocks, stakeholder interactions, and focus sessions for Tuesday.

Pay special attention to unscheduled interruptions, fire-drills, and reactive communications (Slack, ad-hoc calls, urgent emails).

Use this entry structure:

Add each significant block as its own note entry.

Record your core tasks, committee meetings, and project reviews across mid-week execution.

Mid-week is often when fatigue compounds and low-leverage administrative tasks create peak friction.

Use this tracking format:

Add one entry for each distinct meeting, deep-work block, or operational duty.

Log Thursday's calendar events, deep-focus blocks, and transactional administrative work.

Evaluate how much time was spent on outward leadership and strategic steering versus inward operational troubleshooting.

Follow this standard format:

Post each major block as an individual entry.

Log your final working day activities, wrap-ups, reporting cadences, and weekly close-outs.

Reflect on how your exit energy compares to your entry energy this morning.

Use this log template:

Add an entry for each core work block completed today.

Review your 5-day audit log and pinpoint the single operational pattern creating the largest energy leak in your week.

Select the dominant friction archetype that consumed your cognitive bandwidth, and explain in the comment field why this pattern persists in your current leadership rhythm.

Synthesize your audit into a concrete delegation plan that serves as the foundation for our next executive coaching session. Draw directly from all 🔴 Draining entries across the week to specify what must be elevated, transferred, or eliminated:

Write your structured plan in a 1 page document. This deliverable will be dicussed an upcoming Coaching Session commitment review.

Identify 8 to 12 key individuals or groups across your organization and external ecosystem whose support or resistance directly impacts your leadership priorities.

Categorize each stakeholder across these core operational spheres:

List each stakeholder as a distinct entry with their name, role, and the specific initiative where their involvement is critical.

Evaluate each stakeholder from your previous list across two distinct axes using a consistent scoring logic:

Sort your stakeholders into the four classic matrix quadrants:

Select the primary quadrant that currently represents your single biggest leadership risk or vulnerability.

Construct your visual Stakeholder Mapping Grid and upload the completed file or image here.

You can plot your matrix using your preferred tool (such as an executive whiteboard, Miro, slide deck, or a hand-drawn 2x2 grid on paper).

Ensure your uploaded grid visually reflects:

Translate your mapped grid into high-leverage communication and relationship strategies for your top priority stakeholders.

Focus your immediate interventions on your Blockers (High Influence, Low Alignment) and Champions (High Influence, High Alignment) using this strategic engagement framework:

Write out 3 to 4 concrete engagement commitments for your most critical stakeholders, specifying the stakeholder name, the communication forum.

Add ONE note per topic.

Record the coachee's state transition by observing their somatic cues, cognitive bandwidth, and emotional posture when joining versus concluding the conversation.

Evaluate how effectively the coachee followed through on the specific micro-commitments, experiments, or tactical action items agreed upon in the preceding session.

Designate the current health status of this coaching engagement. Your selection governs internal program governance, supervision check-ins, and proactive enterprise sponsor escalations.

Draft the enduring coaching log for this conversation. Ensure notes capture strategic context without violating executive confidentiality boundaries.

Use this structured synthesis model:

List all your recurring daily and weekly operational responsibilities, recurring meetings, and routine workflows. Capture everything currently occupying your schedule.

Map your listed activities into the Delegation and Autonomy whiteboard matrix. Distinguish core strategic responsibilities you must keep, tasks suitable for delegating with clear autonomy levels, and low-value activities to eliminate entirely.

Define clear delegation actions, assignees, and target handoff dates for items identified to be delegated or eliminated.

State the exact decision that needs to be made, its scope, and the critical deadline driving it.

A poorly framed decision stalls progress because stakeholders debate different problems. Anchor on these three framing criteria:

Draft your framed decision below following this format: Decision Question, Context/Constraints, and Decision Deadline. End your note with 🎯 when framed.

Map clear individual ownership to each of the five RAPID roles to prevent decision paralysis and blurred accountability.

Assign exactly one person to D and R. Avoid assigning groups to single roles:

List each role with the designated individual's name and their specific functional mandate.

Review the primary recommendation and evaluate the consensus level across Input and Agree stakeholders.

Selecting an alignment posture signals whether the proposal is ready for the final Decision maker (D) or requires targeted negotiation:

Record the final verdict from the Decide (D) role and structure the operational brief for the Perform (P) teams.

Draft the definitive Decision Charter using this structure:

This charter serves as the operational baseline for execution. React with 🚀 once finalized and shared with the team.

[ Short description and welcome message]

Here is your coach: