Senior Leader & High-Potential Coaching
For directors, department heads, new GMs and the rising leaders you are counting on next. Build the habits the bigger role needs, before it outgrows the old ones.
What is senior leader and high-potential coaching?
Senior leader and high-potential coaching is six months of one-on-one coaching for leaders moving into bigger roles in hotels, restaurants and other service businesses. It helps directors, department heads, new general managers and rising stars lead through other people instead of doing the work themselves.
It starts with a 360, so the coaching is built on how peers, team members and managers actually experience the leader. From there, each session works on the real situations of the new role.
Who is this coaching for?
Leaders at a turning point, and the organizations investing in them.
New GMs and directors
In their first year, moving from running a department to leading the whole operation.
Department heads on a succession plan
Being prepared for a GM, director or regional role.
High-potential managers
The rising leaders you want to keep, and grow, instead of losing to a competitor.
Leaders after a move
A promotion, a new property, a new concept or a new owner.
Strong operators who are stuck
Great at the work, still learning to lead through others.
Healthcare and service leaders
The same leadership challenges, outside hotels and restaurants.
What's included
One price, paid in full, for six months of one-on-one coaching.
- 360 feedback at the start, so coaching begins with how others see you
- DiSC or Workplace Big Five assessment with a debrief
- One-on-one virtual sessions over six months
- Email support between sessions
- Sponsor involvement recommended: goal-setting and a final review
- You choose your coach
- 360 feedback before and after, with stakeholder interviews, so progress is measured
- Workplace Big Five or DiSC assessment with a debrief
- Retainer: sessions on your schedule, virtual or in person
- Call or text access between sessions
- Sponsor involvement recommended: goal-setting, midpoint and final reviews
- Money-back guarantee (terms in your coaching agreement)
Coaching junior leaders or several people at once? Speak to us about special pricing and conditions for junior leaders, and about packages for leadership teams and properties. See boutique solutions or talk to us.
- D1
Discover
The 360 and assessment show where to focus.
- D2
Design
Goals agreed with the leader, and with the sponsor if involved.
- E1
Execute
One-on-one sessions on real situations from the role.
- E2
Evaluate
Progress checked against the goals.
- E3
Evolve
A plan to keep growing after coaching ends.
What rising leaders say
During our 6 months working together, I am proud to say I achieved 2 promotions! … My most valuable take away, is that you don’t have to change who you are to be a great leader.
I just completed a 6 month coaching course with Clifton and the value for me as a leader, professionally and personally, is immeasurable. I left every discussion with confidence and a thoughtful plan of action.
His approach is methodical and insightful … He's helped me overcome my challenges through my own strengths and most importantly, the improvements did not go unnoticed by our executives.
From LinkedIn recommendations. Read them all on Clifton’s profile
Frequently asked questions
What is high-potential leadership coaching?
High-potential leadership coaching is one-on-one coaching for leaders an organization is preparing for a bigger role. It builds the habits the next role needs, such as delegation, influence and leading through other managers, before the promotion instead of after it.
How is this different from Executive Coaching?
Both are six months of one-on-one coaching with the same coaches and the same D²E³ method. Executive Coaching ($15,000) adds a second 360 at the end to measure progress, call or text access between sessions, midpoint sponsor reviews and a money-back guarantee.
What does Senior Leader & High-Potential Coaching cost?
It is $12,000 for six months, paid in full. That includes a 360 at the start, a DiSC or Workplace Big Five assessment with a debrief, the coaching sessions and email support between sessions.
Who usually pays for it?
Most often the employer, as part of succession planning or support for a newly promoted leader. We recommend the sponsor joins goal-setting and a final review, while session content stays confidential.
Can we coach several leaders or junior managers?
Yes. Ask us about packages for several leaders from one company, and about special pricing and conditions for junior leaders.
Ready to invest in your next leaders?
Tell us about the leader and the role ahead. A discovery call is enough to decide whether coaching fits and which package makes sense.