LEADERSHIP COACHING & COnsulting
LEADERSHIP COACHING & COnsulting
They earned
the promotion.
They earned
the promotion.
Now give them the playbook to lead.
Now give them the
playbook to lead.
EWP supports technically strong performers stepping into leadership, and leaders already in the role who were never given a playbook for leading people.
Together we’ll determine whether a workshop, a needs
assessment, or coaching is the right starting point.
TRUSTED BY ORGANIZATIONS INCLUDING
TRUSTED BY ORGANIZATIONS INCLUDING
Getting Promoted Radically Changes the Job
When a strong individual performer becomes a leader, the job changes immediately. Success stops being about personal output and starts being about getting results through other people.
Setting direction
Managing team performance
Navigating tension
Building trust
Coaching team members
Most organizations assume the transition will happen naturally. Sometimes it does. Often leaders are left building the people side through trial and error.
If a leader lacks a clear approach to people management, the entire team feels the strain.
No one is clear on what was decided.
Team members have different understandings or different assumptions about who's doing what.
The "hard things" aren't discussed or resolved.
Meetings aren't productive and there's little direction or constructive feedback provided.
Normal work feels harder than it should.
Follow-up takes too much effort, and basic coordination starts feeling heavier than it should.
People manage around the leader.
Strong team members, the leader's peers, or senior leaders become the go to for answers and action.
Dysfunction becomes the accepted norm.
People lower expectations, work around problems, and accept inconsistency as normal.
Support that reaches beyond the individual leader
EWP can work with the entire team and the surrounding systems so support is practical, relevant, and connected to performance.
The Leader
Direct support for the conversations, decisions, and patterns shaping how the leader shows up day to day.
The Team Dynamic
Focus on trust, communication, tension, and accountability between leaders and the team, including cross-functional teams aligned to shared goals.
The Systems
Consideration of the structures, expectations, and operating realities influencing leadership performance.
Results have to be visible day-to-day, not just during the coaching session.
A leader can sit through a workshop, say the right things, and still go back to the same patterns by Monday morning. EWP is designed around the job: actual shifts, schedules, pressure points, conversations, and operating rhythms.
The standard is whether the leader handles the next situation differently and whether the team performs differently because of it. Organizations see the difference in output, quality, and consistency, not just in feedback scores.
Built for real situations
Designed for transfer
Measured in visible change
Start with the Right Entry Point
Not every leadership situation calls for the same kind of support. Sometimes the need is clear. Sometimes we need a better read on what's happening with the leader and the team before deciding what will help most.
Customized Workshop + Follow-up Support
Half-day, full-day, or multi-day session built for the team and their specific situation, often anchored by assessments like Everything DiSC® with optional one-to-one coaching.
Needs Assessment
Conversations with the people closest to the work, a look at existing data, and team assessments like The Five Behaviors®, to understand what drives performance and where friction exists.
Coaching Engagement
Three to twelve months of one-to- one work with a specific leader, or a group of leaders, so they're prepared for the hard conversations, difficult decisions, and better able to support their teams.
Let's figure out which starting point fits your situation.
CLIENT TESTIMONIAL
Common Ground Crisis Center
Common Ground is a Michigan nonprofit that provides crisis and behavioral health services, including the state's 988 line, mobile crisis teams, and resiliency centers.
EWP was initially engaged to coach an emerging leader, and then to facilitate a two-day workshop and one-on-one coaching for a fully remote group of clinicians and social workers promoted into leadership.
"I appreciated that the approach wasn't 'here's my off-the-shelf product.' EWP did a needs analysis and worked with me to build a plan that fit our organization."
Leigh Schultenover
Chief Experience Officer, Common Ground
MEET OUR FOUNDER & PrINCIPAL CONSULTANT
Shonna Amos
My journey in leadership development has been fueled by a passion for empowering organizations.
With over 15 years of experience, I've had the privilege of guiding teams in small and large, local and global organizations in various industries through transformational journeys.
From crafting org-wide development strategies to nurturing talent and fostering inclusive cultures, I've seen firsthand the profound impact of intentional leadership.
As a proud member of the International Coach Federation Michigan Chapter’s Board of Directors, I'm committed to building connections and supporting growth through giving back.
Credentials & Certifications
Frequently Asked Questions
We've invested in leadership development before and didn't see lasting change. What's different here?
Most programs teach general skills to a room and hope something transfers. EWP works from the specific situations your leaders are already facing, with specific people, on a specific team. What changes in the work shows up in how the leader handles the next conversation, the next decision, the next pressure point. The measure is whether the team runs differently, not whether the session got good feedback.
How much time does this require from the leader and from us?
Coaching sessions are typically 60 to 90 minutes, scheduled around your operating rhythm. Workshops range from a half day to two days depending on what the session needs to accomplish. Sponsor check-ins are brief and focused on what's shifting. EWP fits around the work, not the other way around.
What if the leader doesn't want to be coached?
It depends on why. Every coaching engagement starts with a kickoff where the leader's manager sets expectations directly, with HR if needed. The leader needs to hear from their own manager why this engagement is happening and what's expected. If that conversation doesn't happen and the coach is the first person delivering that message, the work is already compromised.
From there, most resistance softens once the leader sees the sessions are about their actual situations, and focused on support and development, not punitive measures, with confidentiality at the forefront.
But here's what's worth knowing: the leader gets to decide what they do with it. Some people engage and change how they show up. Some don't. If someone has been leading the same way for years and the organization is hoping coaching will fix what they haven't been willing to address directly, that's a conversation worth having before the engagement starts, not after.
What does a typical engagement cost, and what's the commitment?
Every engagement is scoped to the situation, so pricing varies. A workshop or needs assessment is a contained project with a defined cost. A coaching engagement is typically three to six months. EWP is designed to start small so you can evaluate the work before deciding whether to expand. Once we understand your needs, we’ll share a clear range based on scope and level of support.
Support the leader. Strengthen the team. Protect the promotion.
Support the leader.
Strengthen the team.
Protect the promotion.
Whether you have someone specific in mind or you're investing in leadership development before there's a problem to solve, the first call is where we figure out what you need and whether EWP is the right fit.
Want to talk it through?
EWP Coaching & Consulting
Supporting leaders through the transition from technical expert to people leader.
© 2026 EWP Coaching & Consulting.
All rights reserved.
