Executive Leadership Coach

Korn Ferry is a global consulting firm that powers performance. We unlock the potential in your people and unleash transformation across your business - synchronizing strategy, operations, and talent to accelerate performance, fuel growth, and inspire a legacy of change. That’s why the world’s most forward-thinking companies across every major industry turn to us - for a shared commitment to lasting impact and the bold ambition to Be More Than.


Headquartered in Los Angeles, our over 9,000 colleagues globally serve clients in more than 50 countries. We offer five core capabilities that span the full talent lifecycle:
Organizational Strategy
Assessment and Succession
Talent Acquisition
Leadership Development
Rewards and Benefits


OPPORTUNITY TO ENHANCE YOUR CAREER - It’s about exceeding your potential.
We are seeking a seasoned Executive Leadership Coach with a proven track record of guiding C-suite and senior leaders to reach their full potential. The ideal candidate will bring a strong background in both business and coaching, leveraging real-world experience to enhance leadership effectiveness, self-awareness, and strategic thinking. This role requires deep industry knowledge, advanced coaching techniques, and a passion for empowering leaders through a creative and results-driven approach.


As a strategic thought partner and accountability coach, you will help clients refine their leadership style, set meaningful goals, and develop actionable plans. You will use customized tools and assessments to foster self-awareness and align coaching objectives with organizational goals. Engagements will span multiple channels including in-person, video, phone, chat, and email using powerful questioning to uncover blind spots, amplify strengths, and support professional growth.


KEY RESPONSIBILITIES

Participant Engagement

Conduct regular one-on-one coaching sessions (virtual or in-person).
Lead verbal 360 assessments through up to ten 30-minute virtual interviews.
Prepare and review a professionally written 360 feedback report with the participant.
Collaborate with the participant to develop a Coaching Action Plan (CAP), initiated during the 360 feedback session and finalized in a follow-up meeting.
Stakeholder Engagement

Meet with the participant’s supervisor at the start of the engagement to align on coaching goals.
Facilitate a three-way meeting (coach, supervisor, participant) to define focus areas, success metrics, and finalize the CAP.
Conduct midpoint and final meetings with the supervisor to assess progress against the CAP.
Maintain confidentiality of 360 feedback; participants may choose to share results with their supervisor.
Program Management

Participate in onboarding to understand engagement processes, tools, and reporting requirements.
Submit timecards and status reports promptly to ensure transparency and alignment with client leadership.
Encourage completion of the Coaching Impact Survey by both participant and supervisor at the end of the engagement.

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