Coaching follows an active inquiry process to help leaders examine their challenges, test assumptions, and develop approaches that fit their context. It is not consulting, which provides expert advice and solutions, nor is it technical risk management training. Unlike therapy, coaching does not address mental health. Coaching is for already capable leaders who want to apply what they already know to the specific situations they face and develop their capability to navigate similar challenges in the future.

Our approach draws on executive and leadership coaching methods designed for experienced professionals who want to expand their impact across their organizations. Sessions focus on participants' goals and the situations they're navigating. If goals are not yet clear, early sessions work to identify what matters most and where coaching can have the greatest effect.

Coaching is for anyone responsible for their organization's or program's risk and safety management plan, including program directors, risk managers, and senior and executive leaders. People in these roles face common challenges, like influencing across organizational levels, carrying significant responsibility with limited authority, and managing competing demands.

Many safety leaders have outdoor leadership backgrounds, which provide a strong foundation. Coaching builds on those foundations by developing the organizational leadership skills needed to navigate internal dynamics, expand influence and impact, and create meaningful change. Coaching supports both established leaders and those new to safety leadership roles.

Coaching helps address common challenges such as limited authority, isolation, and being misunderstood in the role. Participants gain clarity, confidence, and tools to lead safety work more effectively. Organizations benefit through improved communication across departments, better alignment between leadership, management, and staff, and more sustainable leadership capacity.

Individual coaching engagements typically last six months, with one session each month and support between meetings. Group coaching programs combine live sessions with individual coaching and run for six to eight weeks. Participants complete light preparation activities between sessions.

 Coaching works best when participants are open, engaged, and willing to test new approaches in their own context. Reach out to discuss which format best suits your situation and goals.

Many organizations cover coaching through professional development or leadership budgets. Participants can register individually or request direct invoicing to the organization. If approval is needed, a short proposal can be provided to describe the program and its alignment with leadership and organizational goals.

When coaching is sponsored by an organization, goals are agreed upon together, but coaching conversations remain confidential. This approach builds trust while allowing sponsors to receive general updates about progress, without details of specific discussions.

Coaching supports both emerging and established safety leaders. If you're new to risk management (you’re a recent student or you’re an experienced leader and taking on a safety leadership role), coaching helps you build your approach, develop organizational leadership skills, and navigate the transition into greater responsibility. Many participants use coaching to establish strong foundations early in their leadership journey.

Yes. Our approach draws on career coaching alongside executive and leadership coaching methods. This means coaching addresses both your current role and your longer-term professional direction. Sessions can explore questions about career trajectory, leadership identity, and how to make intentional choices about your development.

Coaching strengthens the capabilities that matter for leadership roles: strategic thinking, communication, influence, and the ability to navigate complexity. Participants often become more effective in their current role and better positioned for future opportunities. The skills developed—clarity, presence, and the ability to lead across organizational levels—transfer to other leadership contexts.