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Table Mountain is well positioned to serve as a coaching provider for national and global organizations interested in leveraging the thematic data from coaching to inform their leadership strategy.

We recommend that organizations take a systemic approach. If you are ready for a more integrated approach to leverage the power of coaching, we can help. Table Mountain utilizes world class assessment tools that allows us to provide coaching at scale and measure impact and to deliver effective coaching. We will help translate the power of assessment into development.


Below is a list of our current coaching services. 

Are you looking to invest in your high potential managers and leaders? Do they need development plans with high impact?

Our Feedback Coaching process is designed to leverage the most useful data to create impactful development plans with stakeholder input to drive the results you need. Whether you have a business need to design and implement a large scale 360 process, or one leader who needs to create a development plan for improved performance, we can help.

For small initiatives where you need a cost-effective, impactful, off-the-shelf experience, we can quickly arrange to get your development process started. Here are some key process steps that can be customized as needed:

  • Leader accesses online platform to complete 360, personality, and values assessments.
  • Virtual insight session to identify strengths and areas for development. During this session, we identify behavioral goals for the Strategic Development Plan.
  • Follow-on session to complete draft Strategic Development Plan.
  • Stakeholder Alignment session to finalize Strategic Development Plan and map accountability system.

For larger initiatives, we work closely with you to design and implement a plan informed by your business and leadership strategy. Our systemic approach means that your people get the developmental experience they need and you get the thematic data you need to inform your evolving leadership strategy.

Based on research and industry best practices, Table Mountain’s executive coaching approach combines the right mix of process and flexibility to achieve individual, team, and organizational outcomes that align with business results. Whether you want to invest in developing one leader or use coaching as a vehicle to address a business challenge at a particular leader level, we will partner with you to determine whether coaching is the right solution for your organization.

Table Mountain’s coaching approach includes:

  • A thorough assessment, using world class assessment tools such as the WorkPlace Big Five Profile, Values Profile and CCL’s Benchmarks suite.
  • An assessment process that ensures that leaders and stakeholders set appropriate and meaningful goals for each coaching engagement.
  • Collaboration between the leader and key stakeholders such as manager and HR partner to drive accountability and increase behavior change to achieve a positive impact for the individual, team and the organization.
  • Building evaluation of impact into our process so we are assured that coaching has the intended impact for your organization.

Once a leader has been selected, there is a lot to do to ensure that he/she is deemed successful. Organizations today have higher than ever expectations for results, combined with less patience and shorter timeframes for achieving results. Research has consistently shown that at the end of one year in a new role, about 40% of executives are deemed ineffective.

Further, a new leader’s failure has been shown to significantly compromise the performance of approximately 12 people around that leader and direct reports underperform their peers by about 15%! The cost of this failure is lost productivity, lost revenue, and additional executive search. The intentional application of executive coaching for on-boarding can reduce this failure rate from 40% down to about 10%. Success lies in the ability to take charge quickly and effectively define strategies that will shorten the time it takes to reach that point at which the organization needs the executive as much as the executive needs the job.

Coaching is tailored to support successful integration. Custom leadership solutions consistently and significantly increase the chances for success. On-boarding coaching has several components, each of which increases the likelihood of successful integration:

  • On-boarding coaching is structured from methodologies proven to achieve more desirable and predictable results.
  • Our coaches have deep experience applying these concepts to work they do with leaders and organizations.
  • Our approach is systemic in that we engage the leader and key stakeholders to craft an integration plan that aligns with intended individual and organizational outcomes.
  • Our coaches work with the leader and key stakeholders to craft a roadmap with clear milestones at 3, 6, 9 and 12 months.

Upon completion of the coaching engagement, the coach facilitates a handoff of the process to the leader and key stakeholders to ensure the team has the tools and resources they need to achieve the desired results at the end of the first year.

Teams are the lifeblood in organizations. In the context of a world that is increasingly Volatile, Uncertain, Complex, and Ambiguous (VUCA), team effectiveness is critical to mission success. Heroic individuals can no longer save the day – organizations are facing such rapid change and complexity that high-functioning teams are necessary to achieve results.

Team performance can be optimized through improving key success factors, such as a clear team purpose/identity, clarity on expected output/delivery, and effective team dynamics that reinforce collaboration and that promote learning and engagement by all members. Our coaches work with leadership teams to address these factors by using the business of the team as the vehicle for team development. Table Mountain Team Coaches bring expertise in high performance teams, group dynamics, individual and team leadership development, and organizational consulting to bear in partnering with the team so that it is better equipped to accomplish organizational objectives.

Target outcomes of Team Coaching may include:

  • Ensuring the team is committed to a common purpose.
  • A focus on performance goals and an approach for which they hold themselves mutually accountable.
  • Increasing team communication, collaboration, and cohesion through a deepened understanding of other team member’s preferences and work styles.
  • Improving understanding of how the team shares, processes, and uses information.
  • Enabling candid dialogue and constructive methods for dealing with conflict or disagreement.
  • Moving the team beyond any self-imposed limits to enable sustained high performance.

Are you ready to increase the leadership capability and capacity in your organization? We work with your stakeholders to build skills that can be implemented immediately to accelerate development in your organization.

Most leaders and managers overuse a directive style and most HR partners are trained to provide solutions. While these approaches can be useful at times, the complexity, ambiguity, and rapid pace of change we face today calls for more collaborative approaches. Our approach is practical, combining a mix of large and small group work, leveraging how adults learn best: practice, practice, and more practice. Our workshops enable:

  • HR partners to build consultative skills to better serve internal clients, whether the situation calls for them to be consultative rather than directive or to have a coaching conversation or lay the foundation for a coaching culture.
  • Leaders and managers to learn tools and techniques to turn everyday interactions into developmental and performance conversations.
  • Organizations that are ready to create an internal coaching cadre to achieve that goal. Our modularized approach is tailored to your needs. We have extensive experience consulting to organizations wanting to build internal coaching capability and capacity, including the systems needed to support that goal.

It has been well known for many years that on-the-job lessons of experience contribute significantly more to the development of people than learning from others and classroom-based learning. While the numbers have shifted somewhat in various studies, on-the-job learning accounts for about 70% of development. Unfortunately, most leaders, managers and HR partners are not equipped to leverage the power of on-the-job learning to accelerate the development of their people. Stakeholders must have qualitatively different conversations with their people, helping them to slow down and engage in a reflective process. While faster often seems better, slowing down to speed up is critical in today’s increasingly fast-paced, complex world. Anyone in a supervisory relationship can benefit from learning some basic skills that will equip them to “teach people to fish” rather than wearing the mantle of the heroic leader feeding hungry mouths.

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