The program went great…
So why does the team meeting look exactly the same?
You brought in the leadership program, the feedback scores were strong, and people said it was the best training they’d been to in years. Then the quarter got busy and a reorg was announced… and your leaders went right back to what they’ve always done under pressure.
Meanwhile, your leaders are carrying more than ever. One recent study found managers now spend roughly 9 hours a week on their employees’ personal and emotional concerns, on top of their own work. And the people above you are asking what all that development actually changed. You know your leaders are capable. What you need is for that capability to show up in the moments that matter most, and a clear way to show your leadership team the difference.
You’ve invested in all the right things… so where’s the change?
If you’ve been in leadership for any length of time, this list probably looks familiar…
The 2-day offsite, with hundreds of slides and a certificate at the end
A personality assessment everyone loved talking about… for about a week
A content library with more courses than anyone will ever finish
Hiring experienced people and hoping they’d lift everyone around them
Sending the leader everyone talks about (you know the one) to one more course
None of these were bad decisions.
Research with HR leaders shows organizations are investing more in leadership development without seeing results, and that seminars and lectures can actually hold development back.
In full transparency, training without behavior change is ineffective. Your leaders don’t need more information… they need to practice responding differently in the moments that matter most, and you need a way to see that change for yourself.
I’ve sat on your side of the table
I’ve spent 20 years in leadership and talent development, so I understand what you’re carrying from the inside, from building the program to being asked what it actually changed. I’m a PCC with ICF, a board certified coach and a certified behavior change specialist, with a master’s in positive psychology coaching. I also serve on the board of ATD Kansas City, where I’ve taught embodied emotional intelligence to talent development professionals. When I asked a current client why she chose me, she named three things: my holistic vision for the program, my focus on embodied leadership and that my approach is action-oriented. Or, in her words, my approach is “no nonsense… but wrapped in love”.
Humans first… and professionals second
My EmbodEQ approach takes emotional intelligence out of the training room and into the moments where your leaders actually lead. Everything is built around your organization’s own core competencies and language, so the work strengthens the leadership model you already have. And every session moves your leaders from insight to action.
Presence
Your leaders practice staying with the conversation in front of them, instead of reacting to the pressure around them.
What you’ll see: one-to-ones where your leaders listen to understand, and stop rushing to fix.
Embodiment
Your leaders learn to notice their own early signals under pressure, like a shortened breath or a tight chest, and steady themselves before the big presentation or the tough conversation.
What you’ll see: leaders who stay steady when the reorg is announced or the client pushes back.
A holistic approach
You can’t separate the personal from the professional. So I bring coaching, consulting and leadership development together, and connect each leader’s growth to what your organization needs most.
What you’ll see: one partner, one plan and one way of measuring the change.
Curiosity
Your leaders learn to get curious before they correct.
What you’ll see: teams that feel heard and bring the real issues forward sooner.
And every session ends with an insight and an action each leader is taking back to their team.
So… how will you show your leadership team the difference?
ATD found that fewer than a quarter of organizations measure whether their training reached its organizational goals.
So here’s how we will…
Before we start, we agree on the behaviors your leaders want to change to show up as the leaders they want to be.
At the beginning, each leader self-assesses against your core competencies, and their supervisors share where they see each leader today.
At the end, we run the same assessment again, so the change is visible in their own words and in their supervisors’.
Where it fits your program, we connect the results to the measures you already use, like performance reviews and placement.
You’ll walk away with a clear before-and-after you can take to your leadership team, so you can show the investment paid off.
Start where your team is right now… and build from there
Some organizations want to see the work in action before committing to more, and some are ready for the full picture. Either way, every option moves your leaders from insight to action, and every one is built around your core competencies.
The Aligned Team Audit
1.
For when you want a clear picture before you invest in more
In 90 minutes with one of your teams, we look at how they’re working together right now, where their energy is going and what shows up when the pressure rises. Within 2 weeks, you’ll have a short report with what I noticed and the next step I’d recommend.
One 90-minute session with one intact team. You get real insight from your actual team, without pulling everyone away for a full day.
A short written report within 2 weeks. You’ll have something concrete to share with your leadership team, so the decision about what comes next is based on what’s happening in your organization.
A recommended next step. You’ll know exactly where to focus, whether that’s a lab, coaching for a few key leaders or a full engagement.
From $2,500
One 90-minute session with one intact team. You get real insight from your actual team, without pulling everyone away for a full day.
A short written report within 2 weeks. You’ll have something concrete to share with your leadership team, so the decision about what comes next is based on what’s happening in your organization.
A recommended next step. You’ll know exactly where to focus, whether that’s a lab, coaching for a few key leaders or a full engagement.
Embodiment Labs
2.
For the moments your leaders can already see coming
Your leaders practice the tools they’ll use when they walk into a big presentation, a restructuring announcement or a tough conversation… before they’re in it. Labs are timed around the pressure points already on your calendar, so your leaders are ready when it counts.
2 hours with an existing team or group. Your leaders build these skills alongside the people they work with every day.
In person or virtual. It fits how your organization already works.
Practical tools, practiced live. Your leaders leave knowing how to steady themselves and respond the way they want to, and they’ve already tried it once in the room.
From $2,500
2 hours with an existing team or group. Your leaders build these skills alongside the people they work with every day.
In person or virtual. It fits how your organization already works.
Practical tools, practiced live. Your leaders leave knowing how to steady themselves and respond the way they want to, and they’ve already tried it once in the room.
The Holistic Engagement
3.
For when you’re ready for change that lasts, and want to prove it
Your leaders and your organization are connected, so the work should be too. I bring coaching, consulting and leadership development into one engagement, designed around your organization’s goals, and we measure the change from start to finish.
One-to-one coaching for your leaders. Each leader works on their own goals, with your organization’s objectives woven through.
Group coaching on your core competencies. Your leaders build the skills your organization needs, in your language, together.
Embodiment labs at your pressure points. Your leaders practice before the moments that matter most.
Consulting that connects it all. I look at your industry, your leaders, your organization and your program together, so nothing is developed in isolation. That can include building programs like leader and new hire onboarding.
Self and supervisor assessments, before and after. You’ll have the before-and-after to show your leadership team the investment paid off.
From $10,000
One-to-one coaching for your leaders. Each leader works on their own goals, with your organization’s objectives woven through.
Group coaching on your core competencies. Your leaders build the skills your organization needs, in your language, together.
Embodiment labs at your pressure points. Your leaders practice before the moments that matter most.
Consulting that connects it all. I look at your industry, your leaders, your organization and your program together, so nothing is developed in isolation. That can include building programs like leader and new hire onboarding.
Self and supervisor assessments, before and after. You’ll have the before-and-after to show your leadership team the investment paid off.
Speaking
4.
For your conference, offsite or leadership event
When your people need more than a keynote they’ll forget by the next session, I bring talks that move from insight to action, and every audience leaves with one thing they’re putting into practice.
My topics include…
Future-Ready Leadership
Change Management
Communication & Conflict Resolution
Executive Presence
Emotional Intelligence
My topics include…
Future-Ready Leadership
Change Management
Communication & Conflict Resolution
Executive Presence
Emotional Intelligence
Here’s who I do my best work with…✦ Here’s who I do my best work with…✦ Here’s who I do my best work with…✦ Here’s who I do my best work with…✦ Here’s who I do my best work with…✦ Here’s who I do my best work with…✦ Here’s who I do my best work with…✦ Here’s who I do my best work with…✦ Here’s who I do my best work with…✦ Here’s who I do my best work with…✦
This is for you if
your leaders already know what good leadership looks like, and you want to see it show up when the pressure rises
you’re developing high-potential or newly promoted leaders, and you want them ready for the roles ahead of them
you want the work to fit your competency model and speak your organization’s language
you need to show your leadership team exactly what changed, in their leaders’ own assessments and their supervisors’
your leaders are willing to practice, even when trying something new feels a little awkward at first
This might be a better fit later if
you need a one-off training to check a box on the plan, with no follow-through after
you’re hoping to send one leader to be fixed, without their buy-in
you’re mainly looking for more content to add to your library
In the words of people who develop leaders for a living…
In full transparency, my organizational clients stay confidential, and I’ll protect yours the same way. Here’s what a few people who work in leadership development, culture and change say about working with me.
“Sheena is such a pleasure to work with… As a coach she is great at remaining flexible while holding you accountable and brings empathy and emotional intelligence to everything she does.”
Sofia Gaudioso,
Chief of Staff, Strategic Operations & Communications
“Our coaching topics range from personal to professional development; her insightful questions and observations through the process are exactly what I needed.”
Xiao-Yu Cheng,
ICF PCC, Coach, Trainer and Consultant in Leadership Development and Employee Experience
“Sheena is a generous, kind, and direct mentor coach… always asking thoughtful questions, offering candid feedback, and supporting mentees in their personal growth.”
Samantha Levine-Finley,
Leadership Development & Organizational Effectiveness Expert
I’ve worked with her multiple times to grow in various areas and it’s always been rewarding.”
Leslee Manley,
Internal & External Communications Leader, Culture & Change Champion
Where I’ve been invited to teach
Board member, ATD Kansas City, where I taught a session on embodied emotional intelligence
Co-leader of a session at the 2026 ICF Heartland Conference
Before you bring this to your leadership team…
So… what would it mean for your organization if the change finally stuck this time?
Picture the next time the pressure rises. A big change gets announced, the deadlines stack up, and your leaders stay steady, listen to what’s truly going on with their teams and respond the way they want to. And when your leadership team asks what all that development actually changed, the before-and-after is right there in front of you.
Tell me what’s going on with your leaders, and I’ll get back to you within 2 business days to set up a strategy consultation call. And if you’d like to start small, the Aligned Team Audit is the simplest first step.