Be fulfilled and maximize your potential.

Develop and engage your team and stakeholders.

Adapt and support your team to transition with complexity and change.

Focus on the bigger picture, organizational and stakeholder alignment and positive forward momentum.


You are a leader who wants to be both successful and happy, and to have high-performing team members who are also engaged, productive, adaptable, successful and fulfilled, allowing you to focus on the big picture, broader scope and strategy, and innovative forward moving momentum.

Spark Success provides coaching to executives, leaders and/or their teams. Coaching is tailored to the goals of each person, team and/or organization.  First, we get clear on what it is a client wants to achieve through coaching, set a baseline measurement for each goal, coach towards the achievement of those goals. and support clients with the opportunities and challenges along the way.


1. Book Exploration Call

2. Complete Coaching Agreement and Welcome Package

3. Get started!

4. Includes:

    • Welcome Package
    • Initial 6 or 12 month coaching term
    • 2 55-minute coaching sessions per month
    • Optional quick check-ins by the client with the coach
    • Resources (eg, articles, free assessments)
    • 1 third-party assessment that the Coach is qualified to administer

Case Studies

From Pigeon-holed to the C-Suite: 

Julia was a high-achieving manager who felt pigeon-holed in an area of the organization that had low visibility.  Whenever she approached her boss about career path development, she received little to no direction.

We started looking at how she could be more visible with other decision makers.  She had a mentor with whom she met once a month and decided to ask her mentor what volunteer opportunities might be available to contribute to and show her value.

The mentor immediately mentioned an opening in a role that had a direct line to the executive team of the organization.  Julia applied for and got the job.  She was then able to demonstrate her visioning, planning and leadership skills.  Within 6 months, she was further promoted to the executive team with expanded responsibility.

From “Perfect” to Authentic – Developing a Leader’s Confidence, Relationship Building, and Engagement Skills:  

Chris was a senior level leader in his organization who excelled in his role.  Despite a confident exterior he was plagued by imposter syndrome and often questioned himself.  He also had specific area for development, empathy.

As Chris identified and focused in on his values, demonstrated and led by those values, and had positive results – rather than thinking he needed to be somebody other than himself – his imposter syndrome subsided, and his empathy skills increased.

Through our coaching, Chris was able to build closer relationships with more people, be more relatable when presenting, coaching and mentoring others, and share more about his philosophy and values.  People were able to see Chris as a human rather than a boss who “had it all together” and who seemed unapproachable.

Within a year, Chris was promoted to global leadership in his area of the business.

Shifting from Tactical to Strategic: 

Joseph was an expert at achieving sales that were consistently far above expectations.  He was quickly promoted and at mid-life was a leader of leaders.  However, he was still operating at a tactical level, getting into the weeds with the sales team members and not growing his direct report leaders to the degree that would allow him to be more strategic.

In order to progress in his career, which he very much wanted, Joseph needed to get out of the tactical and focus on strategy.  He had received this feedback from his leader.  Through examining what was at play, we were able to find a way for him to fulfill his strengths and values in new ways.  Instead of getting overly involved when he was worried a deal was at stake, he groomed his direct reports to be the leaders that he needed them to be and who they wanted to be.  This allowed him to trust that they would handle what he would no longer be involved with and for him to apply his strengths and values to focus on the bigger picture and create a vision, strategy and plan.

As a result, Joseph was promoted to the next level in his area, promoted one of his direct report leaders to fill his prior position, and now leads both his prior team and two related teams.

We acknowledge that we are on the traditional territories of the Niitsitapi (Blackfoot Confederacy: Siksika, Kainai, Piikani), the Tsuut’ina, the Îyâxe Nakoda Nations, the Métis Nation (Region 3), and all people who make their homes in the Treaty 7 region of Southern Alberta.

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