Sonas Leadership Development
Throughout my career I have established, grown and led teams in startup, VC-backed, PE-owned and large publicly traded companies. I have led through challenging times including acquisitions and divestitures. I know at times leadership is the most lonely role in a company, but also one that has a direct influence on company performance and success of your team.
Whether I am engaged to support Leadership Development within a company, or engaged to support an individual leader, I will bring a combination of decades of Leadership experience blended with my Integral Coaching approach to ensure we are not just building leadership for the issues of today, but creating leadership reliance for the long term. Long term excellence is the goal.
Leadership Development Programs
Most leadership development doesn't stick. Courses deliver knowledge; workshops create energy. But without honest self-reflection, and a structured program from insight to behaviour, the impact rarely transfers to day-to-day leadership.
Sonas Leadership Development programs are designed differently. Every engagement combines validated assessment tools with facilitated group work and one-to-one coaching — so that leaders don't just understand themselves better, they lead more effectively.
How It Works
Programs follow three phases, adapted to the organisation's context and timeline.
Discovery.
Participants complete a set of assessments before any sessions begin. A debrief with a Sonas coach explores what the results mean in practice — what resonates, what surprises, and where the patterns show up at work. By the end of this phase, every participant has a clear development focus.
Assessments include optional 360 degree feedback from peers, team members and other leadership members.
Assessments can also be grouped my sub-teams within an organization allowing for comparison between teams and across leaders.
Development.
The core of the program.
For cohort programs, facilitated group workshops allow leaders to apply their insights in relation to others, which is often where the most significant growth happens. Team development sessions use assessment results to surface what's working and what the team needs and wants to change. Best practice models are reviewed and examined to build improvement plans. These are co-developed between Sonas and with the leadership team to ensure practical development plans are defined and agreed to.
Integration.
Development work only has value if it lasts.
The final phase embeds new behaviours into leadership practice, reviews progress against goals, and may include re-running a follow-up assessment to measure change against the baseline.
Regular one-to-one coaching sessions can be applied to leaders who need additional support in embedding the required changes, or developing new competencies. Coaching connects insights to real life leadership challenges ensuring new behaviors show up in daily communication, delegation, feedback, influence and resilience.
What to Expect
- A scoping conversation before the program begins to align on goals and context.
- Individual assessment debriefs for every participant, and consolidated for the organization and sub-teams.
- 360 degree feedback on leadership assessments where appropriate.
- A mix of one-to-one coaching, group sessions, and team facilitation — structured to your needs.
- Regular check-ins with the sponsoring stakeholder throughout.
Who It's For
Senior leadership teams.
Mid-level leaders stepping into more complex roles.
High-potential cohorts.
Teams navigating change.
Organisations that have tried training before and want something that actually translates into lasting behaviour change.
Every program is tailored. The tools provide the structure; the coaching provides the depth.