Belinda Block offers four leadership coaching service formats: one-on-one executive coaching (6-12 months), small-group leadership cohorts (6-10 leaders), team coaching for intact leadership teams, and custom corporate programs at scale. All services are led personally by Belinda — an industrial/organizational psychologist — not assigned coaches from a roster. Discovery calls determine the right format and scope.
Most “leadership coaching services” pages are built for procurement teams. Long lists of methodologies. Three-letter frameworks. Case studies that name no one.
This page is built for the person actually making the decision — a leader, an executive, or a head of people who wants to know what they’d actually be buying, what it would cost, and what would change if they did it.
All Coaching Services at a Glance
I offer four service formats. Each is built for a specific kind of work. The right one depends on who you’re trying to help develop, how much time and budget the organization can commit, and what outcomes you’re accountable for.
- 1:1 Executive Coaching — individual leaders, six to twelve months, deep behavior change
- Leadership Cohorts — small groups of 6-10 leaders learning together over time
- Team Coaching Engagements — intact leadership teams working on how they function as a unit
- Custom Corporate Programs — tailored leadership development for a specific population at scale
1:1 Executive Coaching
The most common service. One leader, one coach, monthly 90-minute sessions, six- to twelve-month engagements. Includes structured 360-degree feedback, a behavioral assessment, and async access between sessions.
Most useful for: senior leaders making a transition, executives who need a thinking partner whose only loyalty is to their development, high-potential leaders the company is investing in for retention and progression.
Pricing depends on seniority and scope. We discuss specifics on the discovery call.
Leadership Cohorts (Small Groups)
Six to ten leaders meeting together over six months. Mix of group sessions, individual coaching components, and cross-cohort peer learning. The group itself becomes part of the learning — most leaders are surrounded by people they manage and people who manage them, not peers at their level facing similar challenges.
Most useful for: companies developing a layer of high-potentials at the same career stage, leadership teams who want to build shared language and frameworks, organizations investing in succession bench depth.
Typical group: 8 leaders, six monthly sessions, individual midpoint check-ins. Custom scope and pricing.
Team Coaching Engagements
An entire leadership team — usually 5 to 9 people — working together on how they function as a unit, not just as individuals. We look at how decisions actually get made, how conflict gets handled, how the team makes the company smarter or duller than the sum of its individuals.
This is harder work than individual coaching, and it produces results most companies don’t get anywhere else. The reason senior teams underperform is rarely a talent problem — it’s a coordination, alignment, or trust problem. Those are fixable, but not by sending the individuals to separate development programs.
Most useful for: senior leadership teams stuck in patterns they can’t get out of alone, newly-formed executive teams that haven’t built coordination yet, leadership teams post-merger or post-reorganization.
Typical engagement: 6-9 months, mix of facilitated team sessions and individual leader coaching. Scope and pricing depend on team size and challenge complexity.
Custom Corporate Programs
Tailored leadership development for a specific population — usually 20 to 200 leaders — designed around the actual capability gaps your organization needs to close. Not generic curriculum. Built from the ground up based on what you’re trying to build.
Most useful for: companies launching a new leadership development cycle, organizations that have outgrown off-the-shelf leadership programs, companies preparing leaders for a specific upcoming inflection point (scale, IPO, transformation).
Custom scope. We design these collaboratively after understanding the specific outcomes you’re accountable for.
How We Compare to Bigger Firms
I work with leaders who could afford to work with Korn Ferry, CCL, or any of the global firms. Some of my clients have worked with those firms before. Here’s what they tell me about the difference:
You get me. Not a coach assigned to your account from a roster. The same person you talked to on the discovery call is the person doing the coaching, every session.
The work is rigorous, not branded. The frameworks I use are evidence-based and drawn from the academic literature on leadership, not packaged methodology with trademark symbols on them.
Decisions get made faster. No layers of account management, scope creep, or process overhead. If you decide to engage, we start.
Pricing is structured around outcomes, not scale. Larger firms charge based on cost structures you’re not getting value from. I’m transparent about scope and price during the discovery call.
None of that is a knock on the big firms — some of their coaches are excellent. It’s a different model. Some companies want the institutional safety of working with a known brand. Others want the focus and quality of working directly with a senior coach. This is the second one.
Pricing and Packages
Pricing varies by service and scope. Rough orientations:
- 1:1 Executive Coaching engagements are priced at the executive coaching market rate for senior leaders in major US markets
- Leadership cohorts are typically priced per participant with discounts at higher headcounts
- Team coaching engagements are scoped and priced as projects
- Custom corporate programs are quoted after a discovery process
I’m transparent about pricing on the discovery call. There’s no purpose in publishing numbers that don’t account for the actual scope and outcomes you need.
Get Started
The starting point is a 30-minute discovery call. We talk about who you’re trying to develop, what outcomes you’re accountable for, and which of my services would actually be useful — if any are. If a different service or a different coach would serve you better, I’ll tell you.
Book a discovery call | Send a message
Common Questions
How is your executive coaching different?
What makes Belinda Block's coaching distinct is a blend of three things most coaching engagements don't combine: business acumen, deep psychological insight, and accountability paired with genuine encouragement.
Belinda holds clients accountable while cheering them on. The work is meaningful and enjoyable — but it's also focused on outcomes, not on processing for its own sake. Measurable objectives are built in from the start of every engagement.
The coaching is grounded in evidence. Belinda is a Ph.D. industrial/organizational psychologist with over 25 years of experience in corporate leadership development. The frameworks she uses are evidence-based: validated behavioral assessments, structured 360-degree feedback, and methodology drawn from organizational psychology rather than trending leadership models that will be forgotten in three years.
Belinda brings a unique combination of corporate insider knowledge and an objective outside perspective. That means she understands the realities of senior leadership inside organizations — the politics, the constraints, the trade-offs — while still being able to see your situation clearly enough to push back when something isn't working. She coaches with warmth, empathy, and rigor.
What clients consistently say is that Belinda's ability to distill coaching techniques to the point where they're directly relevant — not abstract, not theoretical — is what sets the work apart. They feel worked over to become a better version of themselves, but they also feel encouraged when progress shows up.
The work is practical and results-driven. Clients walk away with concrete tools, frameworks, and language they can use immediately — not a binder of slides they file away and never reference.
What is executive coaching with Belinda Block?
Executive coaching with Belinda Block is a personalized path to confidence, empowerment, fulfillment, and measurable growth for senior leaders. Whether you're stepping into a new role, navigating complex challenges, or striving to elevate your leadership, the work is grounded in over 25 years of experience in corporate leadership development.
Belinda coaches senior leaders, executives, and high-potential talent who are ready to lead with greater intention and impact. Her approach blends candor, insight, and empathy — helping managers enhance their executive presence, sharpen their communication, and improve how they motivate and manage their teams. The work is practical and results-driven, with measurable objectives built in from the start.
What makes the work distinctive is the combination of corporate insider knowledge and an objective outside perspective. Belinda is a Ph.D. industrial/organizational psychologist who has spent decades inside organizations before becoming a coach. That means the frameworks she uses are evidence-based — validated assessments, structured 360-degree feedback, and methodology drawn from organizational psychology, not personality quizzes or trending leadership models.
A typical executive coaching engagement runs three to six months, with monthly sessions and access between meetings. The work begins with a validated, evidence-based assessment that includes a career history interview, personality assessments, and verbal 360-degree feedback. The data are summarized in a feedback report, which forms the foundation for a 90-minute debrief session where key strengths and any potential barriers to success are identified. From there, a coaching plan is developed that outlines clear goals and strategies for growth.
Many clients finish the coaching engagement and continue their work afterward to maintain business results.
What is the coaching process?
Belinda Block's coaching process is research-based and structured. It begins with an initial meeting to establish rapport, discuss timelines, and ensure confidentiality.
Next, a thorough, validated, evidence-based assessment is conducted. The assessment includes:
- A career history interview — a structured conversation about your career arc, the patterns that have shown up across roles, and the situations where you've thrived or struggled
- Personality assessments — validated psychometric instruments that surface how you tend to operate, your strengths, and the places where your patterns may be creating friction
- A verbal 360-degree feedback process — direct conversations with people you select (your manager, peers, direct reports, and others whose feedback would be helpful) to gather honest input on how you're showing up
The data are summarized in a feedback report, which forms the foundation for a 90-minute debrief session where key strengths and any potential barriers to success are identified.
Following the debrief, a coaching plan is developed that outlines clear goals and strategies for growth. From that point, the active coaching phase begins — monthly sessions focused on the goals you've set, with access between sessions for real-time support on what you're navigating.
This approach is grounded in research and built around interventions that work. It begins with a needs analysis or assessment, moves into implementation with markers for success, adjusts or recalibrates as needed, and concludes with a plan to move forward. The framework includes planning and design, implementation with feedback loops, and a clear path to sustaining what's been built.
The starting point is always a discovery call to determine whether the process is right for you.
What is the difference between management coaching and executive coaching?
Management coaching and executive coaching share a foundation but address different layers of leadership work.
Management coaching focuses on helping leaders achieve success through others. That includes the practical craft of leading a team: delegating effectively, setting clear expectations, giving feedback that actually lands, managing managers, motivating a team, and developing talent. Management coaching is the day-to-day operating system of leading — how you get work done through the people you're responsible for.
Executive coaching tends to focus on more strategic issues — the bigger-picture work that comes with senior roles. That includes leadership presence, strategic decision-making, navigating board and stakeholder dynamics, leading through organizational change, and making decisions whose impact won't be visible for months or years.
Depending on your needs, Belinda Block provides both types of coaching. In practice, most engagements blend the two. A senior leader might come in needing executive presence work but also need management coaching on how to lead the senior team they're inheriting. A CEO might be working on strategic issues but also need help on how to delegate effectively to a Chief of Staff.
The work begins with a validated, evidence-based assessment — career history interview, personality assessments, verbal 360-degree feedback — that surfaces exactly where the leverage is for you. The coaching plan is then built around the specific mix of management and executive work that will produce the outcomes you're accountable for.
The right starting point for either is the same: a discovery call. From that conversation, Belinda can help you figure out which kind of coaching will be most useful and what shape an engagement should take.
What kinds of challenges does executive coaching address?
Executive coaching addresses the practical, leadership-side problems leaders face every day. The most common challenges Belinda Block works with include:
- Delegation — leaders who can't seem to hand off effectively, or who delegate but don't get what they expected back
- Leading through change — navigating organizational transitions, reorganizations, or strategic shifts
- Dealing with difficult employees — managing performance issues, behavioral problems, or conflict on a team
- High employee turnover — figuring out why people are leaving and what to change
- Quiet quitters — the people who don't leave but aren't performing
- Lack of employee engagement — teams that are disengaged or going through the motions
- Lack of stakeholder alignment — peers, board, or executives who aren't on the same page
- Unclear strategy — leaders who need to clarify direction for themselves and their team
Beyond the named challenges, coaching also addresses how leaders show up. That includes executive presence — how you come across in senior rooms — and the patterns in your communication that may be creating confusion, undermining trust, or limiting your influence. It addresses self-management: how you handle pressure, how you stay grounded when stakes are high, and how you make decisions when information is incomplete.
The actual work in any given engagement is shaped by what's most useful for you. Belinda uses a thorough, validated, evidence-based assessment to identify your strengths, your areas of development, and the obstacles getting in the way of your success. From there, the coaching plan is built around the specific outcomes you're accountable for.
Who is executive coaching designed for?
Belinda Block's executive coaching is designed for senior leaders, executives, and high-potential talent who are ready to lead with greater intention and impact.
The work fits leaders who are stepping into a new role, navigating complex challenges, or striving to elevate their leadership performance. Most of Belinda's clients are managers leading teams — people who need to enhance their executive presence, sharpen how they communicate, and improve how they motivate and manage the people they're accountable for.
Coaching can be especially useful if you find yourself:
- Not getting the most out of your people
- Feeling burnt out or unfulfilled
- Frustrated with your team's performance
- Using your own personal time to finish things that should have been done by your team or to bring work up to your standards
- Delegating but then not getting what you expected
- Providing more direction than you think should be necessary
These patterns are common signals that the way you're currently leading isn't producing the results you need — and that the gap is fixable with structured coaching focused on how you lead, not on adding more hours to your week.
Belinda also coaches CEOs and senior executives on broader strategic issues, from executive presence and emotional management to team performance and leadership succession. The right format depends on the seniority of the role, the specific outcomes you're trying to achieve, and the timeline you're working with.
A discovery call is the best way to determine fit. The only goal of that conversation is to figure out whether the work would be useful — if it wouldn't, Belinda will say so.