Director, Executive Coach & Head of Executive Development
Capital One
Full-time
McLean, Va.
As the Director, Executive Coach & Head of Executive Development, you will serve as a high-impact practitioner and a strategic leader. This role is dedicated to the direct coaching and team facilitation of senior leaders (~70%) while overseeing the enterprise-wide Executive Development portfolio (~30%), which includes Executive Coaching, coaching for high-potential associates, and the Executive Onboarding program. You will be a visionary for leadership excellence, ensuring that executives successfully contribute to the company culture to drive business impact.
The Ideal Candidate for this Role is...
A Master Executive Coach: A trained professional who uses listening and powerful questions to help coachees develop toward a preferred future state.
Strategic and Visionary: A big-picture thinker who understands how individual development connects to enterprise-wide goals and can craft a compelling narrative around program impact.
A Collaborative Architect: Thrives in matrixed environments, partnering with HR Business Partners (HRBPs) and senior leaders to build world-class development strategies.
Results-Oriented and Impact-Driven: Driven by impact, utilizing data to identify pain points and measure the effectiveness of the development ecosystem.
An Incisive Facilitator: Comfortable packaging insights for senior audiences and navigating complex team dynamics to achieve effectiveness.
Key Responsibilities
Executive Coaching & Facilitation (70%)
Guide New Executive Integration (NEI): Provide external VP+ hires with opportunities to reflect on culture, people, and organizational nuances during their first 6 months.
Coach for Leadership Brand: Help executives develop their leadership "brand," manage polarities, and navigate the political landscape and cultural norms.
Lead Diagnostic Assessments: Administer and debrief instruments such as Hogan Leadership Forecast Series or Change Styles Indicator to provide personality and preference insights.
Conduct 360 Feedback: Lead the full lifecycle of 360-degree feedback, including interviewing stakeholders, synthesizing data, and debriefing the executive and their support system.
Facilitate Team Effectiveness: Design and facilitate strategic team sessions focused on co-creating successful "ways of working," establishing operational norms, and defining accountability structures that drive alignment and push toward superior business outcomes.
Drive Strategic Alignment: Partner with executives on talent assessments, management structure adjustments, and strategies for socializing ideas within the organization.
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