True North Executive Coaching in Washington DC

True North Executive Coaching in Washington DC True North Executive Coaching combines career leadership with wellbeing to help professionals align for success.

Learn more at www.truenorthexecutivecoaching.com

It made complete sense at the time.You identified your strongest performer, recognized their potential, and gave them th...
09/04/2026

It made complete sense at the time.

You identified your strongest performer, recognized their potential, and gave them the promotion they'd earned.

Then the dynamic shifted. Their team started escalating issues to you. Decisions slowed. And you found yourself spending your week managing problems one level below where they should have been solved.

Here's the root of it: the skills that make someone an exceptional individual contributor (delivering independently, being the expert, moving fast) are almost entirely different from the skills that make an effective leader (delegating, coaching, communicating up, building presence).

None of those leadership skills develop on their own. None of them arrive with the promotion letter.

The gap is predictable, and entirely solvable.

The personal “why” statement is one of the central pieces of the work I do in the Leadership Excel Program, and it is us...
09/03/2026

The personal “why” statement is one of the central pieces of the work I do in the Leadership Excel Program, and it is usually the piece leaders resist most at the start. It sounds abstract until you use it. Then it becomes a filter. Which opportunities to take. Which version of yourself shows up when the quarter is difficult.

What I have found is that leaders who can state their “why” in one clear sentence make decisions faster and defend them more calmly. Not because the sentence is clever, but because they have stopped negotiating with themselves.

To learn more about the Leadership Excel Program, available as a cohort or individual engagement, visit: [www.truenorthexecutivecoahing.com]

In my work with leaders, I often see people focus almost entirely on managing their teams. But executive effectiveness a...
09/01/2026

In my work with leaders, I often see people focus almost entirely on managing their teams. But executive effectiveness also depends on how well they lead across functions and manage relationships with senior stakeholders.

Each direction requires something different. Your team needs clarity and development. Your peers need collaboration and reliability. Senior leaders need context, judgment, direction and concise communication.

Leadership is not only about the people who report to you. It is about the quality of influence you create throughout the organization.

In my work with leaders, I often see people focus almost entirely on managing their teams. But executive effectiveness a...
08/28/2026

In my work with leaders, I often see people focus almost entirely on managing their teams. But executive effectiveness also depends on how well they lead across functions and manage relationships with senior stakeholders.

Each direction requires something different. Your team needs clarity and development. Your peers need collaboration and reliability. Senior leaders need context and concise communication.

Leadership is not only about the people who report to you. It is about the quality of influence you create throughout the organization.

You can see it happening.The leader you promoted is buried in work and his team is far from thriving. How can our Leader...
08/26/2026

You can see it happening.

The leader you promoted is buried in work and his team is far from thriving. How can our Leadership Excel program help this very common situation?��The Before and the After:�Before the program, he was buried in the details. After the program, he is seeing around corners!��The shift is in learning leadership development!

Wellbeing initiatives often focus on individual resources while leaving the causes of strain untouched.Deloitte identifi...
08/25/2026

Wellbeing initiatives often focus on individual resources while leaving the causes of strain untouched.

Deloitte identifies leadership behavior, job design, and ways of working as major determinants of workforce wellbeing. The implication is strategic: organizations cannot solve overload, unclear ownership, or poor management with benefits alone.

Senior leaders shape wellbeing through priorities, decision rights, workload, recognition, and the behaviors they model.
Sustainable performance improves when wellbeing is designed into work rather than added beside it.

When a leader feels unusually frustrated, I often ask a simple question: What value is being affected here?The issue may...
08/20/2026

When a leader feels unusually frustrated, I often ask a simple question: What value is being affected here?

The issue may appear to be a deadline, a colleague, a decision or even not knowing what to do next.

Underneath it, the tension is often about trust, autonomy, fairness, excellence, or another deeply held value.

Naming the value does not automatically make the leader right. It creates the self-awareness needed to respond with intention rather than reaction.

If this resonates, I would welcome the conversation.

Right now, most of your newly promoted leaders are learning to lead the hardest way possible: trial and error with a liv...
08/19/2026

Right now, most of your newly promoted leaders are learning to lead the hardest way possible: trial and error with a live team.

They learn they delegated too late, after a project slips. They learn they communicated poorly, after the team disengages.

Every month they spend figuring it out alone, the team absorbs the cost in missed expectations and quiet disengagement.

It doesn't have to take years. Structured coaching compresses that two-year curve into nine focused months.

The Future of Jobs Report 2025 expects substantial disruption in core workforce skills through 2030.Technology capabilit...
08/17/2026

The Future of Jobs Report 2025 expects substantial disruption in core workforce skills through 2030.

Technology capability matters, but the leadership response cannot be purely technical. Analytical thinking, resilience, flexibility, leadership, social influence, and continuous learning remain central to organizational adaptability.

Executives therefore need two development agendas: build digital capacity and strengthen the human judgment that helps teams use it responsibly.

To explore this work with senior leaders, contact TNEC at www.truenorthexecutivecoaching.com

When a strong performer is promoted and begins to struggle, it isn't a failure of talent. It's a failure of transition.T...
08/14/2026

When a strong performer is promoted and begins to struggle, it isn't a failure of talent. It's a failure of transition.

The skills that made them exceptional as an individual (solving problems fast, being the expert, delivering on their own) are almost the opposite of what leadership demands: delegating, communicating up, developing their people. Mara Benner has coached leaders through exactly this. She spent 25 years inside corporate organizations, 15 of them reporting directly to a CEO. She doesn't teach theory. She teaches what she has lived.

One participant put it plainly: "I can't recommend the program more. For me, the one-on-one sessions were worth their weight in gold." That's the shift waiting for your leaders.

Book a complimentary 30-minute consult with Mara.

Address

2001 Mount Vernon Avenue
Alexandria, VA
22301

Telephone

+17037760102

Website

Alerts

Be the first to know and let us send you an email when True North Executive Coaching in Washington DC posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The School

Send a message to True North Executive Coaching in Washington DC:

Shortcuts

Featured

Share

Category