Coaching for your team
Your team is working hard. Work still isn’t flowing.
Coaching for owners and the leadership teams they depend on.
Does this sound like you?
- Decisions keep coming back to you.
- You have a capable leader who is stuck, and you can’t tell whether it is the leader or the team around them.
- The company has grown, reorganized or added a new executive, and decisions are not getting made.
- You have not had a neutral person to think with in years.
Your team has to match what the business needs next. I call that Team><Market Fit, and it starts with you becoming the leader this team needs.
I start with the team
Most requests for coaching arrive about one person. In my experience the one person is rarely the whole story. A capable leader who is stuck is usually stuck against something in how the group around them works. Coaching that leader without seeing the group treats the symptom.
So I start with the team. In weeks, not months, you have a written picture of how the group takes action, and any individual work that follows is justified by evidence.
Leadership Team Read
Find out why, in writing.
A written read of how your leadership group works together. It covers a group of 8 to 12 people and is built on the Kolbe A Index, which shows how each person naturally takes action: how they gather information, organize, handle risk and move from idea to result.
What you get
- Kolbe A Index for every member of the group.
- One or two A-to-A comparisons for the people who work closest together, such as a leader and their manager.
- A written read of two to four pages: where the group is strong, what it is missing and the named risks.
- One working session where the group goes through the read and decides what to change.
Some teams act on the read themselves. Others go on to coaching for one or two leaders.
| Group | 8 to 12 people |
|---|---|
| Length | About two months |
Team><Market Fit Read
Investors are betting on your team. Show them how it works, and what the funding round achieves.
A two-to-three-week read of a founding team of up to six, built on the Kolbe A Index. Before a raise, when co-founder roles are unclear, or when the first hires are being planned. Founders hiring “people we know” tend to clone the team they already have.
What you get
- Kolbe A Index for up to six team members.
- A 2-hour team session on how the team works and where it is thin.
- A team map and a 12-month hiring map, in order, tied to milestones.
- A decision-rights note for co-founders: who decides what.
- Investor team Q&A: the questions you will be asked, with answers you can stand behind.
| Team | Up to six people |
|---|---|
| Length | Two to three weeks |
Leader Engagement
Coaching for you, or for a leader you depend on.
Ten coaching sessions over about four months for one leader. This is not remedial coaching. It is how a company invests in a leader it intends to keep.
- Ten coaching sessions, 50 minutes each, weekly through the first month and every two weeks after that.
- Four three-way meetings with the leader, the sponsor and me: kickoff, midpoint, close and a check 90 days after the close.
- Kolbe A Index for the leader, with interpretation, and an A-to-A comparison with the sponsor.
- Written outputs: agreed objectives, a midpoint summary and a close-out.
- Access between sessions by email or text.
When the engagement is for one of your leaders, you are the sponsor. You name the business case, attend the three-way meetings and protect the time. I will tell you whether it is working. I will not tell you what was said.
When you are the one being coached, there are no three-way meetings.
| Length | About four months, plus the 90-day check |
|---|---|
| Where | In person or by video |
What changes
- Clarity. You know the seat, the outcomes and what good looks like.
- Fit. Leaders sit where they naturally fit, and the team’s range grows.
- Execution. Decision rights, accountability and leadership rhythm improve, so execution doesn’t depend on heroics.
If you are thinking about stepping back
If the real question is whether the business can run without you, start with a Transition Readiness Read.
If a critical seat is empty
Sometimes the health of the company depends on one seat that nobody on the team can fill. When that is the case, I can run a Keystone Executive Search on a select basis.
Proof
“Working with Mike since the early stages of building the team … has been incredibly helpful. He’s helped strategize early team composition and the tools he brings to the table are priceless when your team is growing. Working with Mike has been a total pleasure, and I would definitely recommend it to other founders!”
Devin Bhushan, CEO & Founder (SquintAI)
Getting a business ready to run without its founder
A founder-owned specialty distributor with about 60 employees. After a new President joined in 2025, I ran a Kolbe read of the leadership team he joined. It showed a team strong on analysis and planning, and light on fast synthesis and hands-on demonstration. I recommended naming one person to state the bottom line before a decision closes. The President now runs more than 90 percent of the business, and the owner no longer manages daily operations.
Who leads it
I am Mike Lee, founder of Peregrine Leadership. I hold the Certified Exit Planning Advisor (CEPA) credential and I am a Kolbe Certified Coach (Performance Specialist). I spent 25 years in talent and leadership, hiring and assessing the people who run companies. Head of Talent for four startups acquired by The Home Depot (QuoteCenter, BlackLocus, Askuity, TechShed).
Kolbe CertifiedKolbe Performance SpecialistCEPA
Tell me what you are seeing.
Thirty minutes. I will tell you whether I would start with you, with one leader or with the team.
Start with a short check.
About three to four minutes. Our proprietary assessments are designed to give you a read on what you need at this stage of your career. You’ll receive your results right away and we’d love to meet with you to discuss how we can help you achieve your leadership and career goals.
Thirty minutes. A straight conversation, not a pitch.
Tell me what is in front of you. I will tell you whether I can help and which of these fits. If I am the wrong person, I will say so.