Executive & Leadership Coaching
Transformative Executive Coaching for Leaders Who Dare to Leap Forward
We partner with our clients to create impactful executive coaching engagements for individuals and for teams.
Leap Foward's Dallas/Ft. Worth Executive Coaching Services
Executive Coaching for Teams
Whether you're looking to strengthen communication, achieve deeper alignment, or navigate complex team dynamics, we'll guide you every step of the way. Invest in your team's success and watch the ripple effects transform your entire organization.
Our Coaching Philosophy
Coaching the Whole Person
We understand that leadership challenges often stem from a disconnect between your professional role and your true self. Our approach addresses the whole person—your strengths, values, and unique potential—so you can lead with genuine conviction and inspire others to do the same.
Grounded in Science and Soul
Our coaching integrates neuroscience, emotional intelligence, CliftonStrengths strengths-based development, delivered with a deeply human touch.
We blend evidence-based strategies with soulful wisdom to create transformative experiences that resonate.
Measurable Impact
Looking to boost employee engagement, improve team cohesion, and drive sustainable results? Our clients report meaningful shifts—from reduced turnover to increased productivity—that ripple across their organizations. We focus on outcomes, ensuring that your investment delivers tangible ROI.
“In today’s constant swirl of change, we need to rely most deeply on our own inner sense of self and our values, and this requires continually cultivating our inner landscape. Coaches explore with clients what matters most in their lives and help clients shape their story and their actions based on their sense of purpose in the world at this time.
WHY SEEK EXECUTIVE AND LEADERSHIP COACHING?
At Leap Forward, we know that the path to coaching looks different for everyone. In our experience partnering with diverse leaders across industries, the reasons for seeking coaching often fall into one of three categories:
- The Pull of Possibility: You have a vision for the future that inspires and energizes you, even if the specifics aren’t yet clear. Coaching can help you gain clarity, overcome obstacles, and turn your aspirations into reality.
- The Push of Pain: Something isn’t working, and the discomfort is impossible to ignore. Whether you feel stuck, unfulfilled, or simply spread too thin, coaching provides a safe space to confront challenges head-on and chart a new course forward.
- The Precipice of Change: You find yourself at a crossroads, caught between the familiar and the uncharted. Big decisions loom on the horizon. Coaching can help you cut through the noise, align your choices with your values, and navigate transitions with intention.
Regardless of what brings you here, one thing is certain: You don’t have to do it alone. Leap Forward is ready to be your partner, champion, and guide on the exhilarating journey ahead.
Executive Coaching FAQS
We begin by taking a clear snapshot of your current situation—your role, what really matters to you, and how you tend to show up at your best (and your worst). Next, we map out who you want to become as a leader. The difference between where you are now and where you’d like to be is what guides our work. Each session focuses on real challenges so you can practice new skills, habits, and behaviors. Along the way, you’ll receive observations, resources, and practical tips that support your ongoing growth.
It heightens self-awareness. Many leaders are already skilled at gathering information and spotting patterns, yet few notice how their own behaviors shape the outcomes they see each day. Executive coaching offers a way to observe how you respond in the moment, so you can choose different actions that lead to different results. When you learn to see your personal habits more objectively, you gain the freedom to shift them.
Look at credentials.
It’s not strictly required to have credentials from a body like the International Coach Federation (ICF), but that certification does represent a certain level of training and professional ethics.Check for chemistry.
Ask the coach to give you a sample experience during your consultation. Notice how it feels to be coached by them. Is this someone you want in your corner?Ask about their own development.
A coach who “walks the talk” invests time, energy, and resources into their own professional and personal growth. Consider asking how often they work with a coach themselves and whether they participate in ongoing supervision.
Most clients see noticeable progress over three to six months. Some continue for nine months to a year if they want deeper impact. The timeline is flexible and shaped by your goals. We’ll talk about a recommended approach during our initial call.
Executive coaching often promotes higher self-awareness, more effective communication, and sharper decision-making. Leaders frequently report stronger team engagement and a clearer focus on strategic priorities. We’ll define success markers together so you can track what’s changing in real time.
Yes. Each session is treated as a private space for sharing concerns, goals, and insights. Nothing discussed goes beyond our conversations, giving you the freedom to speak openly and make progress without worry.Content
Executive Coaching for Organizations
From emerging leaders to the highest levels of leadership, coaching has the power to amplify effectiveness. Senior executives often seek a coach for perspective, candor, and a safe place to share ideas.
In other cases, someone might be chosen for coaching because they play a critical role in the company—perhaps as part of a formal succession plan or to fine-tune specific behaviors. Regardless of the reason, coaching’s influence extends beyond the individual, raising engagement, strengthening productivity, and driving positive business outcomes.
Executive Coaching for Organizations FAQS
- The leader should have a genuine willingness to learn and grow. Coaching won’t be effective if the organization is trying to “fix” someone who isn’t open to change.
- The company, especially the person’s manager, needs to be on board. Leaders will be asked to try new approaches—does the workplace feel safe enough to experiment? Does the manager regularly check in on progress? Is professional development truly valued there?
We make sure every phase of the coaching aligns with what the company needs from that leader. Through stakeholder interviews or data-gathering, we collect insights about how the individual is performing. Then, we hold an alignment meeting with the manager, HR partner, and the leader, so everyone agrees on priorities and expectations.
Success criteria are established in the alignment meeting. Around halfway, we gather feedback to see what’s working and where we might need to adjust. At the end, we hold a final review so the leader can share their progress and receive thoughts from both the manager and HR on what changed and where they excelled.
Let’s find time to talk about what you need.
Whether you’re inquiring for yourself or on behalf of someone in your organization, let’s explore how coaching can help you develop more effective, people-centered leaders.
Executive Coaching for Individuals
People consider coaching for their own unique reasons, but most fall into one of these categories:
- Drawn to Something Bigger
You have a vision, a goal, or you sense that there’s something more waiting for you—though you might not have full clarity on what it is. - Frustrated and Ready for Change
You’re dealing with a sense of feeling stuck, unhappy, or overwhelmed, and you want a different reality. - At a Meaningful Crossroads
You’re facing a choice between what you know and what might be possible. That decision brings up more significant questions about who you are and where you’re heading.
Underneath it all, you might be tired of trying to navigate big decisions or challenges on your own and want a trusted partner for the next phase.
Executive Coaching for Individuals FAQS
Two factors matter most: sincere willingness to develop and that sense of connection we call “chemistry.” If you’re truly invested in growth, you’ll see better results. Meanwhile, it’s just as important that we both feel comfortable collaborating. If it’s a forced situation or if the company is pushing you into coaching without your buy-in, it might not be the right fit.
There’s seldom a “wrong” time. Typically, a key event—a change at work or an internal feeling of being stuck—sparks someone to look for coaching. Deep down, it’s that realization you’ve gone as far as you can solo, and you need someone in your corner.
Often, this is really a question about trust:
“Why should I trust you with the hopes I haven’t achieved, the worries that keep me up at night, or the parts of myself I don’t like to admit?”
Even leaders who consider themselves open books discover they have areas they don’t want to touch. We can only have these conversations when you know I’m on your side, even when things get uncomfortable.
Pay attention to how you feel in our initial conversations—do you feel relief, curiosity, or a sense of possibility? If you’re not sure, you can always talk it through further and walk away if it isn’t right.
There are a few basics you can count on:
- Complete Confidentiality: Our work stays between us, creating room for honesty and experimentation.
- Positive Regard: I don’t see you as a problem to solve. I’ll challenge you, but always from a place of respect.
- Objective Support: My role is to serve your growth based on the goals you choose. There’s no hidden agenda or judgment about your decisions.
It varies—some people achieve what they need in three months, while others continue for a year. Plenty of leaders see coaching as an ongoing resource for their long-term development.
We’ll use this conversation for a brief coaching experience so you can see if this approach feels right. If the connection is there, we’ll discuss the details, including structure and fees.
Meet Renita Joyce Smith Executive Coach
Renita Smith founded Leap Forward to bring a more human touch to leadership development. After spending nearly two decades in both Big 4 and boutique consulting, she noticed a disconnect between corporate expectations and what leaders genuinely needed to thrive. Renita’s approach blends a practical, people-first lens with deep psychological insight—helping clients spark real change for themselves and their teams.
As an Executive Coach, Renita believes in meeting leaders where they are, honoring both their strengths and their challenges. She’s seen firsthand how genuine support and candid feedback can reshape how people show up at work. Renita’s dedication to empathy, data-driven insights, and unwavering honesty has made her a trusted partner for emerging and seasoned leaders looking to break free from outdated management methods and build a healthier, more meaningful workplace.
