LEADERSHIP DEVELOPMENT & COACHING
Develop Leaders Worth Following
Leadership development should change more than what someone knows—it should change how they lead.
AZiMUTH 180° combines practical tools, honest reflection, and individualized support to help emerging leaders, managers, senior leaders, and executives strengthen their self-awareness, communication, influence, and ability to develop others.
Self-Awareness Tied to Action
Equals Growth
Insight matters, but leadership development becomes valuable when it changes how a leader communicates, makes decisions, handles pressure, and affects the people around them.
Leaders May Work to Strengthen Their Ability To:
✓ Understand their natural leadership tendencies, strengths, and blind spots
✓ Recognize what it may be like to experience their leadership
✓ Communicate effectively with people who think and operate differently
✓ Navigate conflict, provide healthy challenge, and receive honest feedback
✓ Establish clearer priorities, expectations, and accountability
✓ Make decisions with greater confidence and consistency
✓ Build trust and strengthen important working relationships
✓ Develop others rather than becoming the answer to every problem
✓ Manage pressure, energy, boundaries, and personal capacity
✓ Translate insight into practical leadership habits and measurable action
Coaching is grounded in the leader’s real environment. The work centers on current relationships, responsibilities, decisions, and challenges—not hypothetical leadership concepts.
What to Expect From Coaching
Coaching is not simply a conversation or a collection of personality insights. It is a working relationship built around honest reflection, practical tools, healthy challenge, and action between sessions.
When an organization sponsors coaching, the leader, organizational sponsor, and coach establish clear development objectives at the beginning of the engagement.
The content of coaching conversations remains appropriately confidential.
Organizational updates focus on participation, agreed-upon goals, and overall progress—not private details shared during coaching.
Clarify
Identify the leader’s current responsibilities, challenges, relationships, goals, and desired outcomes.
Explore
Examine patterns, assumptions, strengths, blind spots, and the factors influencing how the leader currently responds.
Apply
Translate insight into specific conversations, decisions, behaviors, and commitments within the leader’s actual work environment.
Review
Evaluate progress, learn from what happened, adjust the approach, and determine the next area of development.
The leader remains responsible for doing the work. Coaching provides perspective, challenge, tools, accountability, and support—but it does not replace ownership.
Tools Provide Insight. Application Creates Growth.
Assessments and frameworks can help leaders recognize patterns, build shared language, and see themselves more clearly. Their value comes from interpreting the results in context and applying the insight to real leadership situations.
Self-Awareness Tools
Tools such as the 5 Voices assessment can help leaders understand their natural tendencies, communication patterns, strengths, and potential blind spots.
Feedback & Observation
Structured feedback, targeted audits, and input from colleagues can help leaders compare their intentions with how their leadership is actually experienced by others.
This may include anonymous or confidential input when appropriate.
Practical Leadership Frameworks
Tools such as the Peace Index, 5 Gears, Communication Code, 100X Leader, Active Listening Audit, and other AZiMUTH 180° frameworks provide practical language leaders can use in everyday situations.
No assessment result is treated as a final verdict. Results provide a starting point for exploration and should be interpreted alongside context, experience, feedback, and observable behavior.
LEADERSHIP DEVELOPMENT & COACHING
Leadership development varies according to the leader, desired outcomes, level of support, and whether the investment is being made personally or by an organization.
Investment
Private Leadership Coaching
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Limited self-funded monthly coaching options are available for leaders personally investing in their development.
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Investment and structure are discussed during the introductory conversation while the current monthly coaching options are being finalized.
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Introductory conversation: No charge
Organization-Sponsored Coaching
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Six 60-minute sessions: $2,250
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Twelve 60-minute sessions: $4,200
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Sponsor alignment, written progress summaries, assessments, licensing, or additional stakeholder involvement may affect the final investment.
Leadership Cohorts & Manager Development
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Starting at $10,000
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Final investment depends on cohort size, number and length of sessions, curriculum design, coaching, assessments, platform access, reporting, and project administration.
Leadership Intensives
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One standalone Intensive: $1,500
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Complete six-Intensive journey: $8,500
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Retreat-style experience: Custom proposal
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Ongoing coaching: Available separately
The retreat-style format will be quoted according to schedule, location, venue, travel, preparation, and included follow-up.
Altitude Training
Individual investment: $310 per month for 12 months
Includes GiANT OS access and one private coaching session each month.
Altitude Training for Teams
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Existing teams complete the same weekly learning journey and meet together once each month for a facilitated team-coaching session focused on application, shared challenges, and continued growth.
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Team investment: $1,000 per month, plus $10 per participant per month for GiANT OS access.
Leadership Growth Begins With an Honest Starting Point
Whether you are investing in your own development or strengthening leaders across an organization, the first step is understanding the leader, the current challenge, and the outcome you want to create.
From there, we can determine whether coaching, a Leadership Intensive, a leadership cohort, or another development pathway is the right fit.