INDEPENDENT COUNSEL‍ ‍| TALENT & LEADERSHIP ‍|‍ ‍CULTURE & ORGANIZATION ‍|‍ ‍STRATEGY & EXECUTION

Independent Counsel

CEO Coaching

Executive feedback and assessment

Senior team coaching and offsites

Succession advisory for leaders

We have distinctive experience working with CEOs and senior leaders in moments of transition and exceptional pressure.

Our work focuses on the leader’s impact, the system they enable, and the agenda they are pursuing.

We support the CEO with independent judgment, pattern recognition, constructive challenge, and practical advice.

OUR APPROACH

  • We combine executive coaching and organizational consulting

  • We treat personal leadership and organizational performance as one

  • We focus on the future demands of the role, strategy, and organization

QUESTIONS WE ADDRESS

  • Are you using your authority, time, and attention in the ways the organization requires now?

  • What does your agenda require of you that is new to you and requires you to learn?

  • What needs to change in the leadership system for the strategy to succeed?

  • Do you have the right leaders around you for the next phase?

WHERE WE BEGIN

  • CEO and Board succession and transition

  • Assessing the senior bench, including critical appointments and leadership risks

  • Senior team effectiveness and organizational impact

  • Assessing and designing the leadership system required for the next phase

Arkae & Co. in action:

Preparing an internal successor to become CEO

A public company was preparing for a possible CEO transition. Several senior internal leaders were credible successors. Each leader needed to keep performing in their current role while preparing for the possibility of becoming CEO. They also needed to fully understand what the CEO role would require of them.

Growing personal impact

We provided independent counsel to both the Chair and the CEO, while also supporting the leading internal candidate.

In the first year, the work with the candidate focused on feedback and executive coaching. This prioritized helping them to understand how they were seen, scale their impact, and build stronger followership.

Ready to lead

In the second year, the work shifted from development to readiness for the CEO role, including crafting their strategic agenda. The result was a more disciplined succession process and much stronger successor readiness.