Underwriting Executive Achieves 46% Improvement Through Strategic Executive Coaching

Challenge

An Underwriting Executive at a $1.2 billion financial services company was struggling with key leadership competencies essential for senior-level success and C-suite advancement. Despite strong technical expertise in underwriting and proven functional knowledge, she faced critical executive presence and influence gaps that were limiting her career trajectory.

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Confidence & Decision-Making Challenges:

• Over-deferring to management: Lacked confidence to make decisions within her own authority, frequently seeking manager approval for choices

• Imposter syndrome patterns: Questioned her expertise despite demonstrated competence, undermining her leadership credibility

• Risk-averse decision-making: Hesitated to take decisive action without excessive validation

Executive Presence & Influence Barriers:

• Limited strategic visibility: Presence remained confined to the underwriting function, hampering cross-organizational influence and enterprise-level impact

• Passive communication style: Hesitant to speak up in leadership meetings, waiting to be called upon rather than proactively contributing insights and perspectives

• Weak executive brand: Underdeveloped professional reputation, both internally within the organization and externally in the industry

• Lack of senior-level gravitas: Not perceived as an executive-level leader by peers and senior stakeholders

Strategic Focus Issues:

• Boundary challenges: Chronic overcommitment to projects diluted strategic focus and leadership effectiveness

• Inability to prioritize: Difficulty distinguishing between high-impact opportunities and lower-value activities

• Tactical vs. strategic orientation: Too focused on operational details rather than strategic leadership

Career Impact: The organization recognized her high potential for advancement to the C-suite, driven by her technical excellence and business acumen. However, these leadership gaps needed to be addressed for her to lead effectively at higher organizational levels and realize her full potential.

Our Approach

Growth Potential Consulting (GPC) implemented a comprehensive 6-month executive coaching program using our proprietary Positioned for Promotion® Strategic Executive Coaching methodology, specifically designed to accelerate readiness for senior leadership roles.

Phase 1: Comprehensive Assessment & Baseline

Qualitative Leadership Assessment:

• Conducted in-depth qualitative interviews with 13 colleagues across organizational levels (direct reports, peers, senior leaders, cross-functional partners)

• Gathered specific behavioral examples and perception data on leadership effectiveness

• Identified themes, patterns, and development priorities from stakeholder feedback

Hogan Assessment Analysis:

• Administered the Hogan assessment

• Analyzed leadership strengths, potential derailers, and values alignment

• Integrated psychometric insights with 360-degree feedback for a comprehensive baseline

Development Priority Identification:

• Synthesized assessment data to establish a clear leadership baseline

• Collaboratively defined specific, measurable development goals

• Created a personalized coaching roadmap aligned to C-suite competency requirements

Phase 2: Targeted Competency Building

Structured Coaching Sessions focused on five core leadership competencies:

1. Executive Confidence & Decision-Making:

• Building conviction in her own expertise and judgment

• Practicing decisive leadership within appropriate authority

• Developing frameworks for confident decision-making without over-validation

• Overcoming imposter syndrome patterns

2. Strategic Thinking & Business Acumen:

• Expanding perspective beyond functional expertise to enterprise-level strategy

• Connecting underwriting decisions to broader business objectives

• Developing strategic framing and business case articulation skills

3. Senior-Level Relationship Building & Influence:

• Creating intentional networking strategies with C-suite and board members

• Developing executive presence in high-stakes meetings and presentations

• Building authentic relationships at senior organizational levels

• Practicing influential communication techniques

4. Sustainable Leadership Practices:

• Mastering strategic boundary-setting and learning to say "no" effectively

• Prioritizing high-impact opportunities aligned with advancement goals

• Delegating operational work to focus on strategic leadership

• Building sustainable practices to maintain executive energy and effectiveness

5. Authentic Executive Presence & Brand:

• Developing a confident, authentic leadership voice and communication style

• Building internal and external professional visibility and reputation

• Creating strategic thought leadership opportunities

• Cultivating executive gravitas appropriate for C-suite roles

Phase 3: Practical Implementation & Application

Real-World Skill Building:

• Applied coaching strategies to concrete workplace scenarios in real-time

• Practiced new behaviors in actual leadership meetings, decisions, and interactions

• Received immediate feedback and course correction between coaching sessions

• Built sustainable habits through repetition and reinforcement

Accountability & Support:

• Regular check-ins on progress toward development goals

• Troubleshooting challenges and barriers as they emerged

• Celebrating wins and building momentum through visible progress

Phase 4: Progress Measurement & Recalibration

Continuous Assessment:

• Regular measurement against the initial baseline throughout the 6-month engagement

• Mid-point recalibration to adjust coaching focus based on progress and emerging priorities

• Post-coaching qualitative feedback to sustain improvements

• Ensured maximum sustainable impact and behavioral change

This comprehensive, evidence-based approach combined rigorous assessment, targeted skill-building, practical application, and measurable accountability to drive transformative leadership development.

Results

The transformation delivered exceptional, quantifiable improvements across all targeted leadership competencies, positioning the executive for C-suite advancement:

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Measurable Performance Improvements (Post-Coaching Assessment):

• 50% enhancement in Strategic Decision-Making: Now confidently takes ownership of decisions within her authority rather than defaulting to manager approval

• 46% increase in Leadership Presence: Demonstrated through successfully leading high-profile initiatives, including interviewing key leaders and spearheading enterprise-wide programs

• 43% improvement in Executive Confidence: Colleagues consistently noted her decisive leadership and willingness to stand firmly behind her expertise and recommendations

Behavioral Transformation

Strategic Boundary-Setting Success:

• Prioritized high-impact opportunities aligned with advancement goals

• Developed comfort declining lower-value commitments that don't serve strategic objectives

• Shifted time allocation from tactical activities to strategic leadership focus

Enhanced Executive Presence:

• Proactively contributes valuable insights in leadership meetings rather than waiting to be called upon

• Commands attention and credibility in senior-level forums

• Demonstrates C-suite-appropriate gravitas and communication style

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Stakeholder Validation:

• 100% of colleagues reported observing positive leadership changes in post-coaching feedback

• Peers and senior leaders consistently noted her transformation in confidence, strategic thinking, and executive presence

• Enhanced credibility and influence across the organization

Career Advancement Impact:

• C-suite readiness accelerated: Addressed critical leadership gaps that were barriers to advancement

• Internal brand strengthened: Now recognized as a strategic leader, not just a functional expert

• Expanded influence: Greater impact on enterprise-level initiatives beyond the underwriting function

• Leadership pipeline positioning: Identified as ready for expanded responsibility and senior leadership opportunities

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Sustainable Behavior Change: The improvements represent embedded leadership habits rather than temporary changes, creating lasting effectiveness and a continued development trajectory toward C-suite roles.