Academic Leadership Coaching & Evaluation
Coaching and evaluation for leaders in academic settings whose work and professional career is meaningful, mission-driven, important, and endlessly complex.
We work with leaders in academia who are interested in focusing on their professional development. Topic areas can range from improving general leadership skills to working with peers, students, academic administration, and the Board of Trustees.
We also work with the Head of Schools on their end-of-year leadership evaluation. We know the culture of leadership in both corporate and academic settings, where there are similarities, and tools that can be leveraged, and what is more unique to academic and educational leaders.
As experienced academic leadership coaches and consultants, we are inspired by your work and would be honored to partner with you on your development journey.
As a Head of School, we receive much feedback about our work from multiple constituencies. Working with Danielle has strengthened me as a leader because of her skill in interpreting the data and because of how she sees through the data. A person of compassion, candor and wisdom, Danielle has helped me to listen with perspective, to understand the layers of feedback and to continue to support me in my evolution as a leader. In short I trust her, I trust her work with our Board, and I deeply appreciate how she has helped me to grow in challenge.
Travis Brownley, Head of School
Marin Academy
Academic Leadership Coaching Often Includes
Listening conversation to uncover leadership strengths and challenges and identify coaching goals and/or a development plan
Assessment tools with analysis and interpretation (e.g., 360 Feedback/Interview Based 360 and Hogan Personality Inventories
Ongoing phone, text, and email to support your learnings and help ensure accountability
Twice monthly 60-minute coaching meetings in-person or over Zoom
Three to six-month engagement with the option to continue
Head of School (HOS) Evaluation Consulting Often Includes
Meeting with HOS, and separately the Chairman of the Board of Trustees, to understand the current status of the school and their own leadership strengths and growth areas
Data collection from the Board of Trustees and Leadership Team/HOS direct reports (includes self-assessment with HOS)
Two-hour, HOS one on one meeting to provide evaluation results feedback presentation
Creation of HOS Evaluation survey; one survey created for the Leadership Team/HOS direct reports and one survey created for the Board of Trustees (evaluation may also include 360 feedback)
Two-hour, Committee of Trustee meeting to provide evaluation results feedback presentation
One-hour, Board presentation to provide evaluation results feedback