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Ways to work with us.

Five ways to work with The Altitude Group. Each one starts with a conversation about what is happening in your business or your life, and what you would like to change.

Executive Coaching

Coaching for owners and leaders at the levels where the work needs to change. We help people clarify expectations, work through decisions, and develop the judgment and confidence to lead their teams.

Best forowners and leadership teams working to strengthen decision-making and follow-through.

What to expect

  • Starts with a 60–90 minute discovery conversation about the issue, the people involved, and the outcomes that matter.
  • Coaching is shaped around real decisions and clear responsibilities.
  • Follow-up helps people apply what they have learned, review progress, and adjust the plan.
70%

of coaching clients in a global study said their work performance improved.

Industry research · ICF Global Coaching Client Study, 2009 [1]

From Steve's work · Medical billing

A medical-billing company was struggling with sales-team turnover. During a one-year engagement, Steve addressed role clarity, hiring, and selection, and the team was rebuilt to the staffing level the business needed. Steve estimates that retention rose from 15% to 50% in the first year.

Read the Full Example

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Life Coaching

One-to-one coaching for people working through a change in their work or life. We help you get clear on what you want, name what is in the way, and decide on the next step.

Best forindividuals at a personal or professional turning point.

What to expect

  • One-to-one conversations with your coach.
  • Get clear on what you want.
  • Name what is in the way.
  • Decide on the next step.

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Workshops and Training

Practical learning built around a real business challenge. Topics include leadership for managers, solution-based selling, and recruiting, selecting, and developing people, with preparation before the session and follow-up shaped around the engagement.

Best forexecutives, managers, frontline leaders, and sales teams.

What to expect

  • Topics include leadership for managers, solution-based selling, and recruiting, selecting, and developing people.
  • Preparation before the session, so people arrive with a real challenge to work on.
  • Follow-up shaped around the engagement.
22% → 88%

In one study, training alone raised productivity 22.4%. Training followed by eight weeks of one-to-one coaching raised it 88.0%.

Industry research · Public Personnel Management, 1997 [2]

From Steve's work · National media

As an executive coach inside a national media company, Steve helped develop and teach three curriculum tracks for sales teams, managers, and senior executives. Participants brought a real challenge to the workshop, then received three to six months of individual coaching.

Read the Full Example

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Leadership Retreats

Facilitated planning that gives a leadership team time to step back from daily demands, work through difficult questions, and agree on priorities and next steps. The focus is a plan the team can carry back into the business.

Best forleadership teams that need dedicated time to think and plan together.

What to expect

  • Time away from daily demands.
  • Room to work through difficult questions together.
  • Agreement on priorities and next steps.
  • A plan the team can carry back into the business.
85%

of executive leadership teams spend less than one hour a month discussing strategy, according to research by Kaplan and Norton.

Industry research · Harvard Business Review, 2005 [3]

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Speaking

Talks on leadership, trust, and the difference between compliance and commitment, grounded in firsthand experience leading people through difficult decisions and change. Content is tailored to the audience and event.

Best forconferences, leadership gatherings, and company all-hands.

What to expect

  • You share the occasion, the people in the room, and what you want them to take away.
  • We shape the talk for that audience and event.
  • The content draws on firsthand experience in management and executive leadership.
76%

more engagement reported by people at high-trust companies, in a survey of 1,095 working adults in the United States.

Industry research on trust · Harvard Business Review, 2017 [4]

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For owners and leadership teams

Ready for the next level.

The Altitude Group works with owners, CEOs, and presidents of owner-led and closely held companies with 100 employees or fewer. The work is especially useful when:

  • Growth has slowed: The team needs to understand what is getting in the way and what to change.
  • A capable employee has become a manager: The role now requires leading people, not simply doing more of the work.
  • Hiring or turnover is disrupting progress: Roles, selection, development, or expectations need attention.
  • Too much still depends on the owner: Decisions keep coming back to the top instead of being made by the people closest to the work.

The best starting point is a willingness to look honestly at how the business operates and put agreed changes into practice. Discovery helps both sides decide whether working together makes sense.

Research sources

The figures marked "Industry research" on this page come from the published studies below. They describe coaching, training, and leadership in general. They are not results of The Altitude Group's work.

  1. International Coach Federation (2009). ICF Global Coaching Client Study: Executive Summary. Research by PricewaterhouseCoopers and Association Resource Centre Inc. Online survey of 2,165 coaching clients in 64 countries, September to November 2008; results are self-reported. researchportal.coachingfederation.org/Document/Pdf/190.pdf
  2. Olivero, G., Bane, K. D., & Kopelman, R. E. (1997). Executive coaching as a transfer of training tool: Effects on productivity in a public agency. Public Personnel Management, 26(4), 461–469. Study of 31 managers in one public-sector agency. journals.sagepub.com/doi/10.1177/009102609702600403
  3. Kaplan, R. S., & Norton, D. P. (2005). The Office of Strategy Management. Harvard Business Review, October 2005. hbr.org/2005/10/the-office-of-strategy-management
  4. Zak, P. J. (2017). The Neuroscience of Trust. Harvard Business Review, January–February 2017. Survey of 1,095 working adults in the United States, February 2016; results are self-reported. hbr.org/2017/01/the-neuroscience-of-trust

Start here

Start with the business challenge in front of you.

Tell us what is happening and what you would like to change. The first step is a discovery conversation.

Request a Discovery Conversation