Organizational Coaching for Leaders, Managers, and Teams.
Your leaders are carrying more than their job descriptions.
They are managing change, performance pressure, communication strain, team dynamics, burnout risk, and the emotional weight of leadership - often while trying to keep everyone else steady.
Rae Francis Consulting partners with organizations to provide private, psychology-informed coaching for leaders, managers, executives, and high-potential employees who need practical support leading under pressure.
This is leadership coaching designed to strengthen clarity, capacity, communication, resilience, and sustainable performance across your organization.
Your managers are often the pressure point and the protection point.
Managers and leaders are expected to translate strategy, hold teams together, respond to change, manage conflict, support performance, and protect culture.
But many are doing that while stretched thin themselves.
When leaders are under-supported, pressure spreads quickly. Communication becomes reactive. Decision-making slows down. Burnout risk rises. High performers disengage. Team tension increases. HR becomes the place where the symptoms finally show up.
Organizational coaching gives your leaders a confidential place to build the skills, capacity, and self-awareness they need before pressure becomes turnover, conflict, or performance decline.You do not need another vague wellness initiative. You need practical leadership support that helps people lead better under real pressure.
Leadership pressure is no longer a side issue. It is a business issue.
The modern workplace is asking more from leaders at every level. Managers are carrying larger spans of responsibility, constant change, emotional strain, and rising expectations from both employees and executives.
Recent workplace research continues to show why manager and leader support matters. Gallup’s 2026 workplace report found global employee engagement fell to 20% in 2025, and manager engagement declined to 22%. Gallup also reported that 40% of employees globally experienced significant daily stress.
For organizations, this means leadership resilience is not just about individual wellbeing. It affects communication, trust, retention, decision-making, performance, and culture.
20% global employee engagement
22% global manager engagement
40% of employees globally report significant daily stress
Source: Gallup State of the Global Workplace 2026
Coaching that supports both people and performance.
Organizational coaching gives leaders a structured place to strengthen how they think, communicate, regulate pressure, make decisions, and lead through complexity.
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Support managers in leading with more clarity, consistency, emotional intelligence, and confidence.
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Help leaders recognize pressure patterns early and build sustainable ways to manage responsibility.
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Strengthen difficult conversations, feedback, boundaries, team dynamics, and leadership presence.
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Reduce reactivity, clarify priorities, and support better decisions in complex or high-stakes moments.
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Build the capacity to stay grounded, adaptable, and effective through change, growth, and uncertainty.
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Give high-value leaders and employees meaningful support before pressure turns into disengagement or exit risk.
Organizational coaching may be a fit if your company is navigating…
Managers who are technically strong but struggling with communication, conflict, or people leadership.
High performers who are showing signs of burnout, frustration, disengagement, or decision fatigue.
Leaders carrying growth, restructuring, change, or culture strain.
Teams experiencing tension, unclear expectations, low trust, or communication breakdowns.
HR or People teams that want a confidential leadership support resource without building a full internal coaching function.
Organizations that want to support leadership development in a way that is practical, personal, and connected to real workplace pressure.
Organizational Coaching Partnerships
Each partnership is designed to give your organization a structured coaching resource for leaders and key employees throughout the year.
The goal is not to replace HR, management, or internal leadership development. The goal is to give your people a confidential coaching space where they can process pressure, strengthen leadership habits, and return to work with more clarity, capacity, and steadiness.
Organizational Leadership Coaching Partnership
Core Annual Partnership
A structured annual coaching partnership for organizations that want private leadership coaching available to selected leaders, managers, or high-potential employees.
Investment: $24,000 annually
Billed quarterly at $6,000 per quarter
This annual coaching partnership gives your organization a practical way to support leaders before pressure becomes burnout, disengagement, avoidable conflict, or turnover. Employees receive private coaching; HR receives strategic insight into themes that can strengthen leadership development, communication, retention, and culture.
Best for: Small to mid-sized organizations, HR leaders, People teams, founders, and executive teams that want consistent coaching support for key leaders throughout the year.
Includes:
40 private coaching sessions per year
Up to 10 sessions per quarter
Sessions may be used by approved leaders or employees
Quarterly HR / People Leader strategy call
Quarterly aggregate insight summary
Leadership Stress Signature Lite assessment for participants
Curated resource library for participating leaders
Priority scheduling link for approved participants
Annual kickoff and year-end review
Additional sessions available at a preferred organizational rate
Confidentiality note: Individual coaching conversations remain private. Organizational reporting focuses on aggregate themes, leadership patterns, and recommended support strategies without disclosing personal session details.
Embedded Leadership Support Partnership
Highest-Touch Organizational Support
A higher-touch organizational coaching partnership for companies that want deeper access, stronger continuity, and more responsive support for leaders under pressure.
Investment: Starting at $72,000 annually
Billed quarterly starting at $18,000 per quarter
Embedded Leadership Support gives your organization a higher-touch coaching resource for leaders who are carrying complex decisions, people pressure, and sustained performance demands. It combines private coaching, responsive consult access, HR partnership, and aggregate insight so support is both personal and organizationally useful.
Best for: Organizations navigating growth, change, restructuring, leadership strain, burnout risk, conflict, or high-pressure performance demands.
Includes everything in the Organizational Leadership Coaching Partnership, plus:
Up to 96 private coaching sessions per year
Up to 24 sessions per quarter
Email consult access for participating leaders
Text access for approved senior leaders or designated participants
Monthly HR / People Leader strategy call
Quarterly executive sponsor debrief
Two leadership workshops or facilitated sessions per year
Priority scheduling for high-pressure leadership moments
Communication and conflict support for sensitive leadership situations
Aggregate leadership pressure and burnout-risk insights
Custom recommendations for manager support, retention, and leadership sustainability
Annual leadership resilience report
Email and text access note: Participating leaders may use email for brief coaching consults between sessions. Text access is reserved for approved participants and time-sensitive leadership moments. This access is designed for leadership support, decision clarity, and communication strategy.
Confidentiality note: Individual coaching conversations remain private. Organizational reporting focuses on aggregate themes, leadership patterns, and recommended support strategies without disclosing personal session details.
Leadership support that understands both business pressure and human behavior.
Many leadership solutions focus only on skills: communication, delegation, feedback, performance management, or engagement.
Those skills matter.
But leaders do not struggle only because they lack information. They struggle because pressure changes how they think, communicate, recover, make decisions, and relate to the people they lead.
Rae Francis Consulting brings together executive leadership experience, psychology-informed coaching, and practical organizational strategy to support the human side of performance.
Business-aware: Rae understands performance pressure, leadership responsibility, team dynamics, revenue demands, growth, and organizational complexity.
Psychology-informed: The work looks beneath surface behavior to the stress patterns, emotional load, communication habits, and burnout risks shaping leadership effectiveness.
Practical and reportable: Leaders receive private coaching support, while organizations receive aggregate insight that can inform leadership development, retention, and culture strategy.
How the coaching process works
1) Start with a complimentary consultation
We begin with a conversation about your organization, leadership challenges, people priorities, and the kind of support your managers or employees need.
2) Align on goals and access
Together, we identify who will be eligible for coaching, how sessions will be used, what access is included, and what themes the organization wants to better understand.
3) Launch coaching support
Approved participants receive a private coaching pathway, scheduling access, and clear expectations around confidentiality, session use, and support boundaries.
4) Adjust as the year unfolds
Because leadership pressure changes throughout the year, the partnership is designed to evolve with the organization’s needs.
Private support for employees. Strategic insight for the organization.
Trust is essential for coaching to work.
Individual coaching conversations remain confidential. Employees need to know they have a private space to process leadership pressure honestly.
At the same time, organizations need useful insight. That is why reporting focuses on aggregate themes, patterns, and recommendations rather than personal session details.
What the organization may receive:
Common leadership pressure themes
Communication and conflict patterns
Burnout-risk indicators at an aggregate level
Manager support needs
Recommendations for leadership development
Suggestions for strengthening resilience, engagement, and sustainable performance
What the organization does not receive:
Private session notes
Personal disclosures
Individual coaching details without permission
Sensitive employee information shared in confidence
A coaching partner who understands leadership from the inside.
I spent years in executive leadership, including serving as an Executive Vice President, so I understand the pressure of leading teams, managing complexity, making high-stakes decisions, and being responsible for outcomes.
I also bring years of psychology-informed experience helping high-achieving people understand the patterns beneath stress, burnout, over-functioning, emotional exhaustion, self-doubt, conflict, and growth.
That combination is what shapes my organizational coaching work.
I understand the business need for performance, retention, leadership development, and measurable progress.
I also understand the human reality behind the numbers.
Organizational coaching works best when both are held together.