Leadership Mastery

Leadership teams (second teams) are those groups of individuals who report to the executives reporting to the CEO or Executive Director. This important middle layer, the “how” level of leadership, is responsible for planning and directing the strategies and tactics to achieve business ojectives.

Often caught in the middle, these leaders are the part of the organization that keeps things together and ensures goals are realized. When they are just marginally or poorly functioning, the results resemble a cake pulled from the oven too soon:  looks good on the outside, but the middle is a mess and therefore not consumable. If you’re in a blame culture, you blame the cake. If you’re in a culture of accountability, you examine the problem to determine what is needed to prevent it from happening again.


Let us help you boost your effectiveness through a process of assessment, development, and engagement that leads to your value on the bottom line.

Leadership Coaching

Our intimate one-on-one coaching program focuses on developing and honing the skills necessary to be an effective leader. These skills often include managing projects strategically, leading through conflict, building high-performing teams, and maintaining a strong personal foundation while thriving under pressure and scrutiny.

Our goal in the executive coaching program involves helping leaders and executives identify blind spots, boosting confidence to lead through the five realities faced by leaders today and strengthening executive presence.

Pamela uses both a directive and non-directive approach to coaching. Our clients, primarily executives who are in or approaching the C-Suite, enjoy her ability to comprehend their specific circumstances and relate to their experiences. This understanding, and her busines expertise, allow them to rapidly build a trusting relationship and to achieve quick results – provided the coaching client is willing to roll up their sleeves and do the work – because accountability is key.

For maximum success, clients must be fully engaged in the coaching relationship, from identifying desired goals to remaining committed and focused throughout the process, so that together they can ultimately reach their intended outcomes.

Additionally, coaching clients gain access to a variety of assessments, tools, resources, and personalized training for a customized experience. Pam maintains a full roster of clients. If her roster is full, you will be invited to work with another exceptional member of our team.

If  you are seeking to:

  • Break down silos

  • Boost collaboration

  • Enhance communication

  • Reduce conflict

  • Develop promotable players

  • Promote inclusivity and diversity

  • Build trust throughout the organization

You’ll want to give us a call to learn about our facilitated leadership experiences.
We can help you advance your strategic initiatives.

Contact us today at 202-293-4965 or customercare@pamelajgreen.com.

What People Are Saying About Us…
"If you've never heard Pam speak or worked with her, you SHOULD! If you are ready to excel, contact Pam! 5 Stars."
Laurie T., SHRM-SCP, CAE
Trainer, Coach

Executive Coaching

“I believe in putting people at ease and helping them be their best selves”

Executive Coaching is professional coaching with a focus on developing your leadership skills — the skills needed to drive change, manage complexity, lead people through conflict, build high performing teams, and maintain a strong personal foundation to thrive under pressure and sometimes scrutiny.

Our coaching goal involves helping you identify your blind spots, boost your confidence to lead through the 5 realities faced by leaders today, and to strengthen your executive presence.

Because executives, their boards and teams are seeking immediate outcomes, our Socratic process involves the use of assessments and also a little bit of training, consultation with directive and non-directive coaching to expedite the growth process.

It may also involve a partnership with the immediate supervisor, and the engagement of your direct reports and other key individuals. This results in a reinforced circle of support for the leader to strengthen communication, build relationships, and resolve potential derailing behaviors.

Book an Initial Coaching Consultation with me to assess your readiness for coaching and determine which of our coaches is best suited to your needs.

Conflict Coaching

“A struggle or clash between opposing forces; battle. A state of opposition between ideas, interests.”


Conflict Coaching refers to a set of skills and strategies used to support someone’s ability to engage in, manage, or productively resolve conflict.  The internal coach uses conflict resolution skills and strategies to work one-on-one with the employee experiencing conflict with another person.  When you, the Conflict Coach, are positioned as a neutral third party, the persons involved are better able to consider options for managing the conflict and design an approach to work through the dilemma. 

Your development of conflict coaching skills extends beyond the office and into other situations where conflict occurs, including family, community, business and personal conflicts. Adding conflict coaching to your skillset positions you perfectly for a variety of career opportunities never open to you previously and enhances your value to your current employer.

Conflict Coaching and Mediation are each a type of alternative dispute resolution. While conflict coaching is a process in which the coach is working individually with each client to focus on a goal that includes unraveling a conflict and developing improved communication, conflict behaviors and skills to achieve agreed-upon goals, mediation is a forum where the individuals engaged in conflict share their concerns, perspectives and interests with one another.

The coach (or mediator) serves as a neutral and impartial third party who helps the individuals or teams discuss difficult issues and work toward mutually agreeable solutions to the situation.

In addition, our approach involves both individual and joint conversations about how to remove situational roadblocks to resolve the conflict and to achieve the expected outcomes.

  • Individuals who are not comfortable with a mediation or group process.
  • Individuals who engage in recurring conflict situations.
  • Individuals who feel stuck or report unresolved feelings about an individual or a conflict situation.
  • Individual who wants to improve communication with a direct report, supervisor, or colleague.

Business leaders are dealing with conflict every day. According to the report “Workplace Conflict and How Businesses Can Harness It to Thrive,” the following statistics demonstrate how widespread conflict is in the workplace:

  • 85 percent of employees deal with conflict on some level
  • 29 percent of employees deal with it almost constantly
  • 34 percent of conflict occurs among front-line employees
  • 12 percent of employees say they frequently witness conflict among the senior team
  • 34 percent of conflict is caused by stress in the workplace
  • 33 percent of conflict is caused by heavy workloads
  • 27 percent of employees have witnessed conflicts lead to personal attacks
  • 25 percent of employees have seen conflict result in sickness or absence
  • 9 percent have seen workplace conflict cause a project to fail

Conflict stress results in low morale, high turnover, increased incidents and accidents, and strategic drift away from targeted individual and organizational goals.

With Conflict Coaching, you could significantly reduce the negative impact of conflict in your organization, increase your brand value and boost interpersonal relationships all at the SAME TIME.

The price of conflict can be high. Here’s how to begin measuring those costs.

  • Direct Costs: Salaries of all involved, often to include a consultant and sometimes attorney fees
  • Productivity Costs: Value of productivity or the time of those involved in the conflict scenario
  • Continuity Costs: Loss/advantage of ongoing relationships including the “community” they embody
  • Psychological Costs: The emotional experience of focusing on and being involved in conflict

Helping people resolve conflict requires more than a simple sit down with the involved person or parties and telling them to “just do better.” Any approach to conflict resolution should result in the individuals being able to move forward and to strategize what they’ll do if they ever come to the place of conflict with one another or the situation again.

We don’t just throw on a cape and come to your rescue with a coaching solution because coaching alone might not be the right solution to the situation. We’ll set up a time to speak with you about what is going on to see if conflict coaching is the right approach and provide you with a customized recommendation for moving forward.

Coaching is present – future focused. Individuals entering a coaching relationship with us must be able to leverage their prior or even current experiences to move forward. During our initial conversation, we’ll assess their coachability and provide you with a recommendation for next steps. This alone should offer you a clear understanding of our approach so you can compare notes to the approach others might offer.

WARNING: if you’re looking for a quick fix, we’re probably not right for you. If the supervisor of those impacted doesn’t want to become a part of the process, again, we’re probably not right for you. Organizations interested in a sustainable approach have leaders who want to join the accountability process. When leaders fail to hold others accountable, why should those involved take the conflict coaching process (and your investment seriously)?

Most approaches require a 3-6 month investment of time because most situations have related challenges that don’t always surface during the initial phase of the coaching experience. However, the outcomes are long-lasting.

Partnership and accountability are critical in this process. If we don’t have those from the beginning, you’ll not see sustained outcomes in the end. From there, we’ll establish a process of continual feedback and self-accountability improvement measures to ensure your leaders are actually working on themselves with the coach.

We will also work together to debrief the situation for broader key learning opportunities.  And we’ll provide you recommendations for strategic impact across the organization.

We’ll offer tips and insights based on your personality conflict profile and help you coach yourself once our engagement has ended. You’ll be well prepared to work through any future conflict and help others do the same.

Book an Initial Coaching Consultation with me to assess your readiness for coaching and determine which of our coaches is best suited to your needs.

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