• Delivering feedback and holding crucial conversations
• Developing stress and time management habits
• Leading innovation and change efforts
• Delegating and building capacity in others
• Communicating effectively
• Influencing within matrixed organizations
• Managing conflict and tension
• Co-creating shared vision among stakeholders

The leaders we coach commit to a minimum of 6 months and usually up to 9-12 months. This usually includes sessions twice monthly for the initial 3 months and once per month for the subsequent 6-9 months.

Most often, we use a set of leadership inventories that includes the California Psychological Inventory (CPI), the Myers-Briggs Type Indicator, and the FIRO-B. Additionally, we collect 360 feedback at the outset to inform the focus of a leader’s coaching agenda.

At Turnlane, we believe executive transitions are a high-leverage, strategic opportunity to promote trust, organizational development, and growth. A positive leadership transition can never be guaranteed, but we know how to optimize the chances of success. We work to ensure that organizations not only survive but thrive throughout transition. That means we thoughtfully and intentionally create the conditions for minimal disruption to key organizational priorities: people served, service or product revenue, fundraising, and staff retention, to name a few.

We work best with organizations that see this time as an opportunity to slow down, raise critical questions, and embrace the discomfort of certain change. We tailor each transition engagement to the specific and singular needs of each organization. These often include a mix of the following interventions and deliverables:

• Developing a needs analysis
• Facilitating a transition assessment
• Mapping management functions and roles
• Developing engagement plans to solicit input from board, staff, and external partners
• Offboarding for the outgoing leader
• Onboarding and coaching for the incoming leader