Executive Development Pathway · Stage 2
Executive IMPACT
Turn constrained capacity into sustained strategic impact.
Discuss your executive development needsExceptional coaching. Transformative change. Measurable results.
“Working with Sarah Friis has helped me understand myself more deeply and become a better CEO. I can recognise what sits behind my reactions and respond more effectively.
My relationships with my team are better, and we are stronger as a team.
I expected tools to lead others. What I hadn’t expected was how much I would learn about myself.”
Reuben Thickpenny, CEO, TotalEnergies New Zealand
The programme
Expand your capacity. Focus your commitment.
Executive IMPACT develops the capacity and commitment needed to turn executive intention into sustained strategic contribution.
Capacity includes how you think, understand situations and respond to competing demands. Commitment includes where you direct your attention, how consistently you practise and whether your actions follow through on your intentions.
Participants examine the relationship between the impact they intend and the impact others experience. They apply their learning to live organisational priorities, strengthening how they influence change and sustain progress.
Strategic impact requires both the capacity to respond and the commitment to follow through.
Who this programme is for
For executives whose strategic ambitions are testing their capacity.
Executive IMPACT supports executives who want to strengthen their contribution while navigating complex responsibilities and competing commitments.
It is particularly relevant for executives who:
Face strategic demands that stretch their current capacity.
Want to understand how others experience their leadership.
Need to influence change across functions and stakeholder groups.
Want greater consistency between their intentions, behaviour and follow-through.
Participants bring current organisational challenges into the programme and practise new approaches in the situations where their leadership matters most.
Development focus
What participants develop.
Participants develop a clearer understanding of their executive impact and strengthen the responses and practices needed to sustain it.
Development outcomes:
Assess their contribution against organisational priorities and feedback from others.
Recognise the context, stakeholder perspectives and readiness shaping change.
Regulate their responses when demands rise or situations become challenging.
Adapt their behaviour to influence constructively across the organisation.
Align commitments with strategic priorities and realistic capacity.
Build consistent practice, follow-through and reflection into their leadership.
Four focused goals for development.
Explore the four connected areas of Executive IMPACT. Hover over or select a section to discover its key elements.
The strategic impact map
Strengthen capacity and commitment together.
Strong commitment with insufficient capacity can become difficult to sustain. Capacity without commitment may leave strategic opportunities unrealised.
Executive IMPACT helps participants examine both: the capacity they bring to executive challenges and the commitments that translate their intentions into action.
They explore where their current thinking or behaviour constrains their contribution, and which changes could support more sustained strategic impact.
Value for the business
Connect executive impact with the outcomes that matter.
The programme connects executive development with live business priorities. Participants apply their learning to the decisions, relationships and commitments that influence organisational progress.
Stronger strategic contribution
Focus executive attention and effort on the priorities where their contribution matters most.
More informed change leadership
Consider stakeholder needs, organisational context and readiness when deciding how to move change forward.
More constructive influence
Adapt leadership behaviour to support productive conversations and cooperation across functions.
More consistent execution
Strengthen the connection between strategic intention, agreed commitments and follow-through.
Reviewing the value of development
Identify the business challenge and leadership changes to focus on at the outset. Review progress through feedback, observed behaviour and evidence from the strategic work participants undertake.
Relevant indicators may include stronger stakeholder alignment, clearer commitments, fewer unresolved cross-functional obstacles or improved progress against agreed priorities.
Where appropriate, existing business measures can inform the review alongside leadership feedback.
Diagnostic insight
Explore the relationship between intention and experienced impact.
The Life Styles Inventory™ 1 and 2 (LSI 1 and LSI 2), Human Synergistics self-assessments, bring together self-reflection and feedback from others. Participants explore their thinking styles alongside how others experience their behaviour.
For participants who have previously completed LSI 1, a retest supports reflection on changes in their thinking. LSI 2 adds perspectives from others to help identify strengths and development priorities.
Coaching connects these insights with current executive responsibilities and the impact participants want to have.
Diagnostic insights are confidential and used for development.
How development happens
Learning that becomes sustained executive impact.
Executive IMPACT follows a three-week learning rhythm, repeated across four connected cycles over twelve weeks. Participants apply their learning to current strategic priorities and executive challenges.
Explore and reflect
Self-guided learning and diagnostic reflection help participants examine their impact and identify focused development priorities.
Learn together
Group coaching clinics explore executive situations, stakeholder challenges and alternative ways to respond.
Apply and refine
Individual coaching supports deliberate practice, reviews progress and strengthens follow-through on live organisational commitments.
Three-week rhythm. Four connected cycles. Twelve weeks of development.
Delivery is adapted to the programme and the organisational context.
Executive teams
Build an Executive Team Experience
Imagine the impact when your whole executive team develops together.
Individual development strengthens an executive’s contribution. When a whole team engages in development, the opportunity extends to how its members lead together, align their decisions and shape the organisation.
Create an experience around your team’s shared priorities, combining individual executive development with team coaching. Build a common language, deepen understanding of one another and strengthen the consistency between leadership intention and impact across the team.
Strengthen how your executive team translates individual leadership intentions into aligned strategic impact.
Turn your executive capacity into strategic impact.
Let’s discuss the demands facing your executives and how Executive IMPACT could strengthen their capacity, influence and commitment to the outcomes your business needs.
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