Four structured ways to engage — for individual leaders, leadership teams, peer cohorts, and organizations. Each begins with a conversation designed to establish genuine fit before any commitment is made.
This is coaching for leaders who are ready to go deeper than their circumstances. The presenting challenge is the starting point — the real work is what sits underneath it. Holistic in scope, laser-focused in method, and grounded in positive psychology and real assessment data, these engagements are built around what you actually need to shift — not a generic development curriculum.
WHAT IT COVERS
HOW IT WORKS
"Julian does an excellent job of distilling what I communicate into clear concepts, and challenges my thinking in ways that I genuinely appreciate."Senior Leader, Corporate Development and M&A · Global technology company · 1:1 coaching via Torch
Group coaching delivers something 1:1 work cannot: the recognition that what you are navigating, others are navigating too. The peer dynamic creates shared accountability, diverse perspective, and breakthroughs that come from being genuinely seen by colleagues rather than a single coach. Delivered using a rigorous business school group coaching methodology and positive psychology, and proven at scale across Cornell, Yale SOM, MIT Sloan, Wharton, and Columbia via ExecOnline and Emeritus.
WHAT IT COVERS
HOW IT WORKS
"The program has been going very well. What I appreciate most is the way Julian communicates succinctly what participants have said. He has a gift for clarifying what is really being expressed — and that changes the quality of the conversation."Co-Executive Director · Professional services · Peer leadership cohort
Team coaching addresses what individual coaching cannot: the patterns that live between people. Trust gaps, accountability breakdowns, communication that never quite lands, decision-making that stalls — these are team-level dynamics that require team-level intervention. Delivered with ICF ACTC-level team coaching competency and combined with individual touchpoints for the leaders who need them.
WHAT IT COVERS
HOW IT WORKS
"Julian brings real insight to each person's contributions in a group setting — in a way that keeps the conversation alive and everyone genuinely engaged. A rewarding experience, and one I would recommend without hesitation."Senior Vice President, Sales · Global technology company · Group coaching via ExecOnline
If you are an HR, L&D, or People leader evaluating coaching programs for your organization, here is what that engagement looks like.
A leadership cohort that needs intentional development — emerging leaders, high-potentials, a VP-level group in transition, or a peer group that needs to function as more than colleagues.
A leadership team or functional team that is underperforming relative to its talent — where trust, alignment, or accountability gaps are costing more than the organization is acknowledging.
An organization that is scaling and wants to build a coaching culture deliberately rather than accidentally — before the gaps compound.
The cost of unresolved leadership gaps compounds. A VP-level leader operating below their potential, a team unable to align under pressure, or a cohort of emerging leaders without structured development — each of these has a measurable cost that far exceeds the investment in addressing it. Organizations that build deliberately, before it becomes urgent, get the better return.
Proof of delivery: Cognizant Global Leadership Program Capstone — VP Leadership Cohort Workshop, 2024 - 2026
Schedule a scoping callOr email contact@unifiedsolutionsinc.com to discuss program scope
No single assessment tool tells the whole story. What matters is selecting the right instrument for your goals — and having the debriefing expertise to turn data into a personalized development plan that actually moves something. 12+ validated tools. Certified in HPTI and AgileBrain. Experienced in everything else.
The most empirically validated personality model in the world. Used for individual development, team composition, and leadership effectiveness.
Extends Big Five with a sixth dimension covering honesty and humility. Particularly useful for leadership integrity, ethical decision-making, and culture work.
Behavioral style model for understanding how you communicate, influence, and respond under pressure. Strong for conflict navigation and collaboration goals.
David Rock's neuroscience-based framework: Status, Certainty, Autonomy, Relatedness, Fairness. Powerful for understanding team dynamics and organizational change.
Personality
Social/Behavioral
Motivational
Multi-rater
Holistic
The tool follows the coaching objective, not the other way around.
Assessment data is the starting point. The real work is how it gets explored and translated into a development plan that moves something.
If your organization already uses a specific assessment, the engagement can incorporate and build on it.
"Julian does an excellent job of distilling what I communicate into clear concepts, and challenges my thinking in ways that I genuinely appreciate."Senior Leader, Corporate Development and M&A · Global technology company · 1:1 coaching via Torch
It is not for leaders who want to be validated rather than challenged. Not for organizations buying a development program to mark a calendar item as complete. Not for anyone in acute crisis who needs clinical or therapeutic support — that is different, important work, and there are better resources for it than coaching. Not for leaders who want a consultant to arrive with the answers.
This work operates by drawing out what is already in the leader — the clarity, the capability, the direction — and building what needs to be built from there. It requires honesty, investment, and the willingness to be genuinely challenged.
If that is where you are, this is built for you.
Begin with a 30-minute discovery call. No obligation. A real conversation about where you are and whether this kind of coaching fits what you are navigating.
Book a discovery callOr email contact@unifiedsolutionsinc.com