You are not buying a service.
You are lending your credibility.
I have made that call from your side of the table.
I’ve been the buyer.
It is a trust decision before it is a budget decision.
I have sat where you sit, responsible for choosing coaches, facilitators, and leadership development partners, with my own name attached to whether they delivered.
When you bring someone in, your leaders are watching. Your teams are feeling the room. Your reputation is attached to what happens next.
I know what you are looking for. Someone your leaders will respond to. Someone who understands your environment. Someone whose work is still in use long after the engagement ends.
You have seen enough vendors to know the deck is never the real test. The room is.
What you may already be seeing
- The leadership program people liked, then stopped using once the real pressure hit.
- The respected leader whose habits are quietly costing them trust, and no one senior enough has said it.
- The high-potential everyone believes in, who is never quite ready when the seat opens.
The pattern is usually already shaping how people behave, even if no one has named it yet.
And sometimes nothing is wrong. Your leaders are capable, your programs are solid, and what you want is something exceptional.
Understanding comes first
Organizational work fails when it jumps to the solution. I start earlier.
Before we design anything, we need answers to a few questions.
- What is actually happening here?
- What are leaders being asked to do, and what makes that hard right now?
- What has already been tried, and what stopped holding once pressure returned?
- What does the culture reward right now?
- What would have to be true for this to still be working after I leave?
The design comes from there, built around your people and your context.
“What began as a one-year mentoring program evolved into a four-year commitment because of the tremendous value and impact Mayte had on the group. She made us better leaders and better people.”
— Stephen, Managing Director
Your organization may ask for candor, ownership, or bold thinking.
The room may be teaching people what is safe instead.
That gap is where the work begins.
30+ years coaching, 20,000+ hours of it, and more than two decades building leadership development. 13,000+ hours facilitating rooms from emerging leaders to executive teams.
14 leadership development programs, each at least eight months, every one with a 100% participant recommendation rating. Entry was by nomination: division heads put names forward, a committee selected the highest-potential leaders, and being chosen became a mark of prestige people mentioned years later.
Member of a Board of Directors award-winning team recognized for leading large-scale organizational culture transformation.
2 enterprise programs from Directors through Vice Presidents new to the organization, built to move them into the culture successfully. Both earned a 100% participant recommendation rating.
“Her impact extends far beyond the individuals she coaches directly. I have seen her strengthen leadership relationships, positively influence teams, and help create an environment where people feel empowered to do their best work. A trusted partner to HR teams.”
— Asia, Senior HR Business Partner
“The leadership program she developed is transforming our culture in amazing ways. Ideas, skills, concepts and tools are flying out of the classroom and into practice in our conference rooms, zoom calls, and workstations.”
— Ellen, PMO Director
If this is the kind of work you are weighing, the next step is a conversation about what you are facing.
All recommendations are public on LinkedIn
Trust erodes faster than it builds. Most interventions focus on building and never find the leak. I design for what happens under pressure, because that is when your investment either holds or disappears.
If you’re the one who sees it first
Sometimes the person who first senses the need is not the one who signs. If you are the one who sees it before the organization is ready to name it, this part is for you.
You see leaders at every level and hear what does not make it into the meeting. What you do not always have is the authority, the language, or the proof to move on it. Whether you are protecting credibility you have built or working to establish it, the work you bring in has to reflect well on your judgment. I hold that as my own standard, because I have carried the same weight.
“Leaders seek out her perspective, value her guidance, and trust her as a thought partner in their development journey. She makes leadership development feel practical, relatable, and actionable.”
— Stephanie, HR Business Partner
Language you can bring into the room:
If that is the case you are trying to make, start with what you are seeing. The first conversation is about fit: what is happening, what is needed, and whether I am the right partner for what comes next.
Engagement options
The work takes a few forms. Which one fits depends on where you are.
Executive Advisory and Leadership Coaching
For leaders at pivotal moments in their growth or influence, from high-potential Directors preparing for more responsibility to senior executives navigating high-stakes decisions, transitions, or organizational complexity. Start here when the leader is capable and the situation is real. It is also where a succession candidate closes the last critical gaps, and where an executive new to the organization gets fluent in its culture and relationships fast
Leadership Development Programs
For cohorts you are investing in, across emerging, high-potential, succession, or senior leadership, including strong leaders ready for more than the next program. Start here when you want development shaped around your organization, built for real use, and still showing up in how leaders talk months after the program ends.
Organizational Consulting, Workshops, and Facilitation
For teams or leadership rooms that need to see something together before they can move. Start here when the issue is shared: trust thinning, values and rewards that need aligning, a team stuck in a pattern, or a culture shift that needs more than a conversation. It also covers leadership summits and conferences, designed so what happens in the room is still in use long after the event budget is spent.
Leadership Mirror Assessment™
Sometimes the fastest way to understand what is happening is to see it through the people experiencing it. The Leadership Mirror makes trust visible by showing where leadership is landing differently than intended.
Where an engagement calls for it, I’m certified to facilitate LVI 360, Hogan, Clifton Strengths, DiSC, Myers-Briggs, and Genos EI. Assessments inform the work. They are never the work.
View the Organizations overview
Bring the situation. The leader. The cohort. The culture. The team that is stuck. The outcome you cannot quite reach.
You do not need the answer in hand. You only need something real worth understanding clearly.
If I can help, I will tell you how. If I am not the right fit, I will tell you that too.
The pattern is already shaping how people behave.
All recommendations are public on LinkedIn
