Executive Coaching
Room to think.
Clarity to act.
One-on-one coaching for city and county leaders, with a coach matched to the situation, defined goals, and a clear endpoint.
Explore coachingA thirty-minute conversation about the situation and what useful support could look like.
See when coaching fitsFor the work on the desk.
A new role
Establish a starting point in a new organization or an expanded leadership role.
A particular situation
Consider a decision, a working relationship, or a conversation that deserves careful thought.
A skill to develop
Work on communication, developing staff, or another capability the role calls for.
Time to reflect
Step back from the immediate task and examine what matters over the longer term.
Make room for
another perspective.
Experience offers a starting point. A coaching conversation adds room to explore.
Leadership decisions bring together organizational priorities, relationships, and expectations. Coaching makes time to consider those connections with someone focused on the leader’s development.
The work is intended to build habits that remain useful after the engagement: asking better questions, recognizing patterns, and helping others think through their own work.
- Reflect with purpose
- Examine assumptions before choosing a response.
- Recognize patterns
- Notice what repeats across different situations.
- Develop others
- Use questions to support a colleague’s thinking.
Capability to carry into everyday leadership.
Defined goals.
A purposeful engagement.
The situation sets the focus. Assessment, regular conversations, and agreed milestones give the work a shape.
Establish the focus
Start with an assessment of the situation and the outcomes that matter. Agree what the coaching will address and how progress will be reviewed.
Work with experience
Bring current situations into regular sessions. Explore an approach, try it in the work, and return to what happened. Include between-session support in the agreed scope.
Review and carry forward
Use milestones to consider progress against the goals. At the agreed endpoint, review what has changed and which practices the leader intends to continue.
The focus, cadence, and length are shaped around the engagement.
Think it through.
Put it into practice.
A useful conversation connects reflection with something to try.
A coaching session can make room to consider a decision from more than one angle, prepare for a conversation, or examine a familiar response.
The next session offers a chance to reflect on what happened and decide what to keep or adjust.
in this situation?
be true?
trying next?
Municipal experience.
A different perspective.
A coach who brings experience of the work, with room to look at it from another angle.
Imagine That Performance has engaged city and county management professionals as independent executive coaches. Their direct municipal experience informs the conversation, using an approach aligned with the firm’s methodology.
The coach is selected for the situation. It may be Rob Duncan, founder of Imagine That Performance, or another coach contracted for the work.
Every engagement has a defined scope, agreed goals, progress reviews, and a clear endpoint.
Meet Rob DuncanA clear scope.
An agreed investment.
Most engagements run three to six months, with sessions typically every two weeks. The focus, cadence, length, and between-session support shape the proposal.
The full investment is agreed before a commitment.
Who is involved, and how is progress shared?
Before work begins, clarify who is commissioning the engagement, who participates, and what progress information is shared, with whom, and when.
How is the endpoint decided?
Goals, milestones, and the intended endpoint are set when the engagement is scoped. Progress reviews help determine what has been achieved and what remains to be considered.
What happens after coaching ends?
The closing review considers the practices and questions the leader can continue using. Any further coaching is discussed as a separate scope.
What does the first conversation cover?
The situation, the desired focus, the coach match, and how an engagement might fit. Scope, timing, and investment are discussed before a commitment.
Start with what
deserves attention.
A thirty-minute conversation can help clarify where coaching could be useful and what the work might involve.
Discuss the possibilities Or send a note insteadCoaching Inquiry
A note about the situation is another way to begin.