Whether I'm working with one leader or a whole company, every engagement includes the same four things: self-awareness, practical tools, a peer community, and practice applying what you learn to the situations in front of you.
We start with a discovery phase that includes one-to-one interviews, stakeholder perspectives, assessment data, and your own engagement and retention numbers. I bring all of it together into one description of how the team works together.
From there, we work in three stages. First, I help people feel able to be honest with each other. Then the team has the conversations it has been avoiding. Finally, we build the habits that keep the changes in place after I step away, because I want to leave behind a team that can keep coaching itself.
On its own, a Hogan profile is a set of scores. It becomes useful when someone goes through the results with you and connects them to the role, the culture, and the decision you are making. That is what I do, whether you are hiring an executive, developing a leader, or trying to understand how a team works together.
When you are making a hiring decision, I work with executive search firms and hiring leaders to interpret a candidate's profile in context: how the person is likely to lead, where they may struggle under pressure, and how they would fit your culture. You receive a written summary and a conversation about it, so you can make the decision with the evidence in front of you.
For a leader who wants to grow, Hogan is one of the best starting points for self-awareness I know. I go through what your results say, directly and with care, and then we turn them into a development plan built around the behaviors that matter most in your role.
When a leadership team looks at its profiles together, it can see how the mix of personalities and values affects how the team collaborates, makes decisions, and communicates. We finish with specific commitments about how to lead better together, written in the team's own words.
One-to-one coaching for senior leaders who want to grow without losing themselves in the process. We start by gathering evidence: interviews with the people around you, observation where it helps, and assessments such as Hogan, the Leadership Circle Profile, and the Enneagram.
From there, we work on the specific behaviors that will make the biggest difference in how you lead. I tell you directly what I see, and I stay with you while you decide what to do about it. The goal is a leader who keeps developing after our work ends, not a tidy report.
The suite is a set of multi-session programs that follow the same structure and are tailored to a specific level and audience. A company can run one on its own, or run several together so that leaders from emerging managers to the C-suite share the same language. Each can be designed for a women-focused cohort or a mixed group.
High-potential individual contributors and new or soon-to-be people leaders.
Foundational people-leadership skills, confidence in giving feedback and having the core conversations, and a clear sense of how you want to lead from the start.
High-potential mid-level leaders on track for broader scope and more senior roles.
A clearer leadership identity, stronger coaching, feedback, and conflict skills, more cross-functional influence, and readiness for the next level of responsibility.
Senior women leaders at the VP/SVP level in fast-paced, client-facing environments.
A clear leadership voice, skill and ease in high-stakes conversations, and a shift from constant firefighting to leading strategically, which supports both retention and advancement.
Adrienne is one of a kind. I feel like a transformed leader.
Participant, Women's Leadership ProgramC-suite and senior leadership teams in high-growth or rapidly changing organizations.
Alignment on purpose, strategy, and how the team leads together; clearer cultural norms and decision-making expectations; and the trust it takes to have productive conflict at the top.
Participants in recent leadership cohorts rated the programs at the top of the scale, and 94% said they would recommend them to a peer.
Aggregated from recent women's-leadership, emerging-leader, and executive-team program surveys.
Getting teams to vocalize and clearly articulate what they believe in is an art form, and Adrienne has perfected it. Thanks for all your help in getting us aligned and moving on this journey.
COO, Technology StartupI truly might have been out the door, had it not been for this program.
Participant, Women's Leadership ProgramAdrienne is an awesome facilitator and leadership coach. She's not from the company, so she gives plenty of real-world examples and applications.
Participant, Emerging Leaders ProgramI design and lead workshops, moderate panels, and speak on the themes I care most about: culture and values, the manager as coach, and leading well through complexity and change. People tell me the sessions are useful because they leave with something they can use right away, instead of notes they never reopen.
Tell me what you are working on, and I will recommend the engagement that fits.
