Are you an Executive that is facing a new set of challenges and demands?

Are you expected to deliver maximum performance every day in a rapidly changing business environment?

Do you find you have little time for reflection and professional development?

Vantage provides coaching that can give you the competitive edge you require. We do this by tapping into your strengths to maximize your potential. While many coaching services provide a boilerplate approach to coaching, Vantage helps you leverage your greatest potentials. We do this by helping our clients understand and build on what they’re really good at, so their weaknesses either disappear or become irrelevant.

Coaching is a partnership between the executive and the coach. Coaching helps executives to be better equipped to deal with leadership issues such as leading change, recruiting and retaining key people, navigating organization politics and working effectively with executive teams and boards of directors. It gives individuals specific tools and strategies that can be applied to their leadership development. Ultimately, coaching helps the executive to perform at their optimum level… no matter what challenges come along.

Prior to your coaching, there was no work-life balance in my life the first 9 months at my new job as Chief Technology Officer, but with your help I was able to deliver on a new vision that brought back balance not only into my life but also to a lot of people that I lead at work. You helped me sort through the clutter and noise and focus on key issues and priorities.

Christian Fernando

CTO, eZassi


Coaching has a bottom-line benefit. And there is strong evidence to prove it:

On average, coaching paid back about six times what it cost


Productivity increased by 35% as a direct result of coaching

Coaching led to a bottom-line impact of up to $1 million in nearly 30% of cases

Individuals coached reported better relationships both internally and with clients; a marked increase in job satisfaction, and greater organizational commitment (Fortune, 2001)


These are the behaviors that, if enacted, will most profoundly lead to the results you want. A few behaviors can drive a lot of change. Trying to focus on dozens of behaviors at once can be confusing and will dilute your efforts. Even the most pervasive leadership issues will often yield to changes in a handful of high leverage behaviors. Therefore, in our leadership development efforts, we focus on finding the two or three behaviors that will affect results the most.


Define the behaviors and competencies needed for the job you are in, or for the job you want to be in. This is accomplished through developing a competency model based on the position. We work with you to indentify 5-7 competencies that become the benchmark for measuring goals and future success of the coaching effort.


Take a leadership assessment based on the competency model. The assessment will identify gaps for focus in the coaching.


Develop a coaching plan based on the assessment report. The assessment helps not only to define key areas for focus and goal-setting, but becomes a valuable resource tool for reference as you progress through your goals.


A concrete action plan will be developed and combined with any resources needed for your development. The action plan will focus on 3 or 4 areas that are the most vital that you need to invest your time and energy in right now. Progress is regularly measured with specific milestones. An assessment is used again in 12 months to measure progress against the gaps that were identified at the beginning of the coaching process.

Interested in Finding Help to Move Toward Your Personal Vision for Success?

Contact Us Today to Arrange a Free Initial Consultation.

While working with The Vantage Group over the past five years, my company has grown an additional $2.5MM, we’ve established a national client base, and our net margin as a percent of revenue doubled. Their advice, sympathetic ear, external perspective, and occasional kick-in-the-pants have been a critical part of our success.
Carl Erickson

CEO, Atomic Object

Proper assessing can help us focus on the most important business issues and opportunities facing you, then we can devise a plan that follows the shortest path to the results you need.

Behavioral research suggests that star performers are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment.

For any leadership development efforts to be successful, an in-depth assessment of current leaders or high-potentials is needed to focus your efforts in the right direction. The Vantage Group’s assessment solutions provide a great launching point for your organization to more fully optimize your current leadership. Tools such as DISC or 360s ensure you have a leadership development program that is aligned with your goals and responsibilities in your organization.

Leadership TriMetrix HD

Based on a unique 55-factor analysis, TriMetrix HD will help you discover superior talent, improve communication, reduce turnover and increase overall productivity. TriMetrix HD brings the four sciences of behaviors, motivators, acumen and competencies together in a validated, bias-free and fully integrated assessment that meets EEOC and OFCCP requirements. After completing the assessment, a leader is presented with a report on how she will perform in various situations, what motivates her behavior, what she “has done” in 25 research based competencies related to the business environment, and both how her judgment impacts interaction with the external world, and her own self-perception.

Super 360

What is multi-rater feedback, such as a 360, and, most importantly, why does it matter? Easy enough to answer. Multi-rater feedback is a fundamental element in best practice employee and leadership development. In fact, the Performance Management Standard, written by the American National Standards Institute (ANSI) and the Society for Human Resource Management (SHRM), indicates that gathering feedback from individuals other than an employee’s manager to assess performance is a best practice related to goal setting and management. 360-degree multi-rater feedback can deliver a host of benefits to both the employee and the organization. For example, research has found that when leadership development includes multi-rater feedback, organizations see: More accurate, credible and reliable performance ratings, increased acceptance of performance feedback, improved leadership performance, and higher functioning work teams.