Growth pushes people into moments they didn't train for: a first management role, a team that's outgrown its structure, a merger that changes everything overnight. Coaching gives leaders, and the teams around them, a structured way to build the skills a specific moment demands, instead of leaving them to figure it out under pressure.
Every Workplace Harmony coaching engagement, whether it's one leader, a full leadership team, or an executive navigating major change, runs on the same underlying approach: understand the person and the goal first, then build a plan that actually moves them forward.
Because knowing what to do next and being ready to do it are two different things.
Coaching Solutions
What is coaching at Workplace Harmony?
Workplace Harmony offers coaching to help leaders and teams build the specific skills a given moment calls for, whether that's a first-time manager finding their footing, a leadership team building shared expectations, or an executive navigating major organizational change. Every engagement runs on Workplace Harmony's HEAL framework (Humanize, Evolve, Align, Lift), created by Dr. Domonique ‘Dr. Dom’ Revere, and is tailored to the leader's real goals rather than a generic curriculum.
What's the difference between Individual, Group, and Executive coaching?
Individual coaching is one-on-one and built around a specific leader's goal, such as stepping into a new role or building a specific skill. Group coaching works with a cohort of managers or a leadership team building skills together, creating shared language and expectations. Executive coaching, delivered through the Executive Elevate program, is built for leaders navigating major organizational change like a merger, acquisition, or reorganization.
What is the HEAL framework?
Created by Dr. Domonique ‘Dr. Dom’ Revere, HEAL stands for Humanize, Evolve, Align, and Lift, Workplace Harmony's framework for structuring coaching engagements. It starts by getting to know the leader as a person, builds sessions that connect to each other rather than standing alone, keeps coaching tied to real organizational goals, and ends with concrete tools the leader keeps using afterward.
How is coaching different from Workplace Harmony's Leadership Development services?
Coaching is individualized or small-group work built around specific people and their specific goals, while Leadership Development focuses on building programs, training, and structure across a broader group of leaders and managers. Many clients use both: Leadership Development to build organization-wide capability, and coaching for the people who need more focused, personal support.
Does Workplace Harmony offer coaching for private equity portfolio company leaders?
Yes. Through Workplace Harmony's Private Equity Services, the Executive Elevate program is available to portfolio company leaders navigating post-acquisition transitions or stepping into a new role under new ownership, giving PE sponsors a fast way to support leadership through a transition.
What assessments are used in a Workplace Harmony coaching engagement?
Depending on the engagement, Workplace Harmony coaching can include DISC, strengths-based assessments, and 360-degree feedback gathered through interviews or surveys. These tools are used selectively, based on what will sharpen self-awareness fastest for the specific leader or team, not as a default step in every engagement.
Common questions about our Coaching solutions
Schedule a Conversation!
If someone on your team is working through a moment they weren't quite ready for, or your leadership team needs to build the same skills together, that's exactly what coaching is for.
A Framework Built Around the Leader, Not Just the need
Most coaching starts with an area for development. Ours starts with the person who has to enhance their skills. Our HEAL framework (Humanize, Evolve, Align, Lift), created by Dr. Domonique ‘Dr. Dom’ Revere, shapes every engagement we run, from how we prepare before the first session to what we hand off when the engagement ends.
Humanize: We get to know the person, not just the title, through a pre-work worksheet on values and goals and a “brag book” of real wins.
Evolve: Sessions build on each other with a clear thread, not a series of disconnected check-ins.
Align: Coaching stays tied to the organization's actual goals, not generic leadership theory.
Lift: Every engagement ends with something concrete the leader and their organization keep using.
Meet Dr. Dom
Three Ways We Coach
Coaching looks different depending on who needs it and why. We offer three distinct paths, each with its own approach and its own page for a closer look.
individual coaching
One-on-one coaching built around a specific leader and a specific goal. Whether someone's stepping into their first management role, building the confidence to deliver hard feedback, or sharpening how they lead a team that's grown faster than they have, individual coaching gives them focused space to build the exact skills that moment calls for.
Best for:
New managers finding their footing
Leaders building a specific skill, like feedback or accountability
Anyone who needs focused, one-on-one support
Learn more about Individual Coaching →
Group coaching
Cohort-based coaching for managers or leadership teams building skills together, not in isolation. Group coaching creates a shared language and a shared set of expectations across a leadership team, so consistency doesn't depend on everyone hearing the same message secondhand.
Best for:
Leadership teams that need a shared playbook
Manager cohorts building consistent skills
Organizations standardizing how leadership shows up
Learn more about Group Coaching →
Executive coaching
One-on-one coaching built around a specific leader and a specific goal. Whether someone's stepping into their first management role, building the confidence to deliver hard feedback, or sharpening how they lead a team that's grown faster than they have, individual coaching gives them focused space to build the exact skills that moment calls for.
Best for:
New managers finding their footing
Leaders building a specific skill, like feedback or accountability
Anyone who needs focused, one-on-one support
Learn more about Individual Coaching →
How We Show Up
- Kickoff conversations to align on outcomes
- Regular sessions built around pre-work and real accountability
- DISC, strengths, or 360-degree feedback
- Progress check-ins to keep sponsors informed
- A closing session with a resource library the leader or team keeps using
- A leader is stepping into a bigger role faster than planned
- A leadership team needs a shared language and consistent expectations
- A merger, acquisition, or reorg has leadership footing shaky
- A founder is handing off pieces of the business for the first time
- A portfolio company leader is adjusting to new ownership
- Managers need to build stronger skills around feedback, accountability, or communication
- Leaders and teams who build the specific skills their moment calls for
- Consistent leadership language and expectations across the org
- Leaders who stay grounded and recognizably themselves through change
- A concrete, repeatable set of tools people keep using after we leave
