Executive Coaching
Whether you’re stepping into a bigger role, leading through change, or facing a complex decision, executive coaching can help clarify and build confidence in the decisions you make.
At ATG, our coaching focuses on the complex situations leaders face every day, including difficult conversations, competing priorities, change fatigue and team dynamics.
We can help build the capability you need to succeed that will stay with you for the rest of your life.
Who is coaching for?
By fostering self-awareness, building confidence, and providing accountability, coaching helps clients take actionable steps toward their goals. With deep expertise in leadership coaching, leadership development programs, management training and organizational consulting, ATG is known for helping organizations build stronger leaders, more effective teams and healthier cultures.
New Leaders
Newly responsible for a team, yet still operating as an individual contributor? Burning the candle at both ends will burn you out, not make you a better leader. Discover how to use your strengths and learn leadership best practices that have impact now.
Leaders of Teams
Struggling with balancing pressure from above with your team’s needs? Mid-level leaders get caught in a communication squeeze — managing both up and down, translating ambiguity and influencing simultaneously.
Leaders of Organizations
Now as a leader of leaders, the struggle is with managing the pace of change through ambiguity. The work is executive presence, visible sponsorship of change, and building bench strength across the business.
The engagement
Sometimes misunderstood for mentoring, consulting or therapy, coaching is a future-focused professional development process designed to help leaders at all levels improve their leadership performance through personalized growth and self-discovery.
Engagements are grounded in baseline assessments, reflection, goal setting and actionable strategies to unlock professional potential.
“And the day came when the risk to remain tight in a bud was more painful than the risk it took to blossom.” — Anaïs Nin
“To help others develop, start with yourself.” — Marshall Goldsmith
Assess current realities and define clear goals.
Build practical strategies and step-by-step plans.
Review progress and adjust approaches for continuous growth.
Typically, sessions are structured in bi-weekly sessions over six months. Sessions focus on your particular situation, but common areas are communication, trust, goals, accountability, growth, and resilience.
Various baseline assessments are utilized to ensure we’re grounded in evidence rather than assumptions.
Your goals and roadmap are set at the start and monitored throughout the coaching engagement. Together, we define what success looks like so that you know when you’ve reached it.
The specialty
Emotional intelligence (EQ) is talked about as a personality trait people either have or don’t.
EQ is a set of learnable behaviors - noticing your own reaction before it drives the decision, reading what a room is actually telling you, and choosing your response before reacting. Those can be taught, practiced and measured, and they’re the difference between a technically competent manager and a leader people trust.
If it can’t be practiced and measured, it isn’t development.
Credentials
The term “Coach” is an unregulated word.
Professional Certified Coach (PCC) is the International Coaching Federation’s credential awarded to coaches exceeding 750 coaching hours, plus rigorous expectations — a code of ethics, confidentiality standards, and continuing education — to retain those credentials. Paired with a background in Industrial-Organizational Psychology, our work rests on evidence about how adults actually change behavior rather than on subjective anecdotes.
Professional Certified Coach — assessed coaching hours, reviewed sessions, and binding ICF ethics and confidentiality standards.
Graduate training in the psychology of work — assessment, motivation, and organizational behavior.
Fifteen years inside large, complex organizations — coaching leaders through real pressures.
Ten years running assessment centers identifying and promoting leaders into senior roles.
Frequently Asked Questions
Most one-on-one coaching engagements run three to six months, at a cadence of every week or every other week. Shorter than that rarely changes behavior; much longer without a clear end point tends to create dependence rather than capability. We agree the length, the goals and the finish line before we start.
Yes. Content stays between coach and client under the ICF code of ethics. Where an organization sponsors the engagement, we agree up front exactly what is reported back — normally attendance and progress against goals the leader has agreed to share, never the substance of sessions.
ATG is remote-first and works with leaders anywhere.
Deliberately size and industry agnostic. That said, ATG has 15+ years working in financial services, manufacturing, technology and food & beverage, plus substantial work in energy, healthcare and healthcare associations.
Coaching is often confused with consulting. However, they are distinct disciplines. A consultant is a subject-matter expert in a given area, providing advice, strategies or solutions around business challenges or organizational performance. Coaching is a personalized, one-on-one or group professional development process designed to help leaders improve performance, build leadership skills and achieve organizational goals.
Next step
Book a free 15-minute discovery call to see if coaching is right for you.
