1:1 Leadership Coaching
A development plan built from your own evidence, and a coach who works it with you.
Who this is for
You were promoted for being good at the work
Now you manage the people who do it. The skills that got you here are not the ones the new seat asks for, and nobody handed you a way to build the ones it does.
You have no one inside the company to think out loud with
Owners and executives run out of people they can be uncertain in front of. The decisions keep coming anyway, and you make them alone.
You are buying this for someone you cannot afford to lose
A leader on your team is close to ready and stuck on something specific. You want them developed on purpose rather than left to work it out on their own.
If you are the one buying it for someone else, book the fit call yourself. It is easier to work out whether this fits your person in a conversation than by forwarding them a page.
How it works
Three phases, sold one at a time. Each one ends with a decision to continue, adjust, or stop, and nothing renews automatically. The first ends at week eight. Every session is live on video.
eight weeks · weekly, 45 minutes
Foundation
We start by building the evidence. You complete the MAP assessment and go through a readback with Kristy, and we review your resume and your history together. An intake covers where you are trying to go and what is in the way right now.
From there you meet with Stephen once a week for eight weeks. Those sessions turn the evidence into a written development plan: what you are working on, why it matters in the seat you hold, and what you are going to do about it first.
Week eight is a real stopping point. You leave with the assessment, the readback and the plan whether or not you carry on, and either of us can end it there without anything unwinding.
six months · every other week
Integration
The plan meets the actual job. The situations you are in, the conversations you have been avoiding, the decisions that keep landing on your desk.
Reality pushes back on every plan, so this is where yours gets revised. What worked stays. What did not gets changed rather than repeated.
renewed each quarter · monthly
Sustain
Holding the gains, with enough contact to keep them from slipping and not so much that the meeting becomes the point.
This is also where the group option lives. Leaders who have finished the earlier phases can carry on with peer accountability alongside people who have been through the same assessment and planning process.
What makes it different
The plan is built from evidence. Your MAP assessment, your history, and what you tell us in the intake are read together before anyone decides what you should work on. That means the coaching starts from how you are actually built and what your job actually asks of you, rather than from a curriculum written for nobody in particular.
It is also built to end. The taper from weekly to every other week to monthly is the design rather than a discount, and the goal of the whole thing is a leader who no longer needs the meeting. If you still need it at the same frequency a year in, something has gone wrong.
Who you will be working with
Stephen Daniel founded SeekBuild and runs every one of your sessions. He has been studying leadership development since 2010, and for the last decade he has been coaching and developing leaders inside businesses and nonprofits.
His work covers manager coaching, people process implementation, and the organizational diagnostic. In the diagnostic he reads what a company's own people say against their assessment and performance data, then hands leadership something they can act on. The coaching is that same work, aimed at one leader instead of a whole organization.
Kristy Nuckolls is a people strategy consultant and leads your readback. Her work is helping leaders make better people decisions. Through team development, leadership support, and the MAP assessment, she helps organizations understand individual strengths, motivations, communication styles, and team dynamics so performance becomes more consistent and less reactive.
In your readback that same work is aimed at one person. She walks you through what your MAP says about how you are built and how it plays out in the seat you hold: the parts that come easily, and the parts that keep costing you.
Group coaching
Leaders who have been through the assessment and planning process can carry on in a small group with peers who have done the same. Everyone arrives with their own plan already built, which is what makes the group work.
Companies with several managers can run a private group of their own instead. Both are described here.
Common questions
- Who is the coach?
- Stephen, in every session. Kristy leads your MAP readback in the first phase, and Stephen runs the coaching itself from there.
- How long am I committing for?
- Eight weeks, meeting weekly, 45 minutes. Every phase after that is a decision to continue, adjust, or stop, and nothing renews automatically.
- Can my company pay?
- Yes. Most sponsors treat this as an employee development expense. If someone else is paying, the coaching is still yours: what you discuss stays between you and your coach unless you decide otherwise.
- What about group coaching?
- It exists in two forms, for leaders who have already been through the assessment and planning process, and for a single company that wants a private group for its own managers. Both are described on the group coaching page.
Start with a conversation.
Bring what you are working on and what is in the way. We will tell you whether this is the right thing for it, and say so if it is not.