Your strongest leaders are still delivering

And quietly planning their future 

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By the time disengagement is visible, the decision is often already made.  In today's competitive market, the cost of replacing a senior leader can exceed twice their annual salary.

They show up. They deliver. They meet every expectation. 

And yet, somewhere along the way, they begin to question whether they are still growing or have quietly plateaued. 

High performers rarely announce disengagement. Their continued performance can make it difficult to recognize when meaningful growth and long-term alignment have begun to erode.

This isn't a performance problem.

It's a leadership reality, and it has a price tag most organizations don't track until it's too late.

Disengagement rarely happens all at once

If you've made it this far, you already know who they are . . .

They are your most trusted leaders. The ones who consistently perform and lead through complexity, without needing to be managed.  
They are your leaders who are:
Performing at a high level but no longer challenged by the role

Still delivering but you've noticed a shift in how connected they feel to the work

Carrying significant responsibility but rarely asking for support themselves 

Ready for more, but there is no clear next step for them to take

If this describes someone on your team, they're exactly who this was built for.

And the cost doesn't stop there

It's the gradual decline in engagement, influence, decision quality, and
organizational momentum, while they remain in the role. 

The data tells the story

RETENTION

57%

higher retention in
companies with strong
learning cultures¹

MOBIILITY

23%

more intentional mobility
in companies with strong
learning cultures¹

RISK

19%

of turnover is driven
by career-related
reasons²

Invest early. Create clarity. Expand what's possible.
Turn potential disengagement into renewed momentum.

¹LINKEDIN LEARNING WORLD REPORT 2024

²WORK INSTITUTE 2025 RETENTION REPORT

Built for this exact moment

Amplify Your Talent supports leaders before uncertainty, stagnation, and misalignment take hold, helping them reconnect to how they want to grow, contribute, and lead.

A cohort-based coaching experience for leaders who are still performing at a high level, but have quietly run out of room to grow. 

Not a workshop. Not a training program. A structured, six-month coaching engagement designed for this exact moment in a leader's career.

What got them here, won't get them there . . .

People are living longer, so they're working longer. The standard career trajectory has changed.

Proven leaders are often overlooked for meaningful development because they continue to perform.

For mid- to senior-level leaders, growth is about how they think, navigate complexity, and make decisions under pressure.

More skills training isn’t the answer. Continuing to invest in development that no longer fits is costly.

The more experienced leaders become, the fewer spaces they have for honest conversation and reflection.

Leaders rarely gain perspective
in isolation. The right group can
change the conversation.

Not theory. Practice.

This is how high-performing leaders continue to evolve.  A six-month, cohort-based coaching experience for 8 to 10 mid to senior-level leaders.

BEFORE EACH
SESSION

  • Focused learning and reflection centered on the realities they're facing right now
  • Pre-session learning creates common language and deeper discussion
  • Pre-work ensures group time is spent on meaningful conversation and application

GROUP 
COACHING

  • Facilitated coaching grounded in current leadership realities
  • Real-time application to challenges, decisions, and leadership complexity
  • Discussion that deepens thinking and expands perspective

BETWEEN 
SESSIONS

  • Individual coaching creates space for deeper exploration and personalized support
  • Cross-functional connection strengthens both relationships and perspective
  • Continued reflection and application sustain momentum 

Return on investment

Institutional knowledge doesn't show up on a balance sheet, until it walks out the door. When experienced leaders stay engaged, that knowledge stays too, and organizations spend less time managing transitions and more time executing.

This isn't just about developing leaders. It's about keeping the ones you can't afford to lose.

REACH

More leaders supported

8 to 10 leaders per cohort versus one at a time. Extend meaningful coaching to more leaders without multiplying the cost.

VISIBILITY

Organizational impact

Cohort-level data and insights give you a clearer picture of leadership health across the organization.

RETURN

Stronger return on investment

What stays inside the organization, knowledge and relationships, never shows up as a line item.

What changes
for leaders

Participants do not finish this experience waiting for someone else to define their future. 

They leave with renewed engagement, clearer alignment around what matters most, and greater confidence navigating ambiguity and evolving expectations. 

There's a stronger sense of direction, greater ownership of where they are headed, and the clarity to lead more intentionally going forward.

In Their Words

Leaders who believe in the work

MARSHALL GOLDSMITH
#1 Executive Coach, Bestselling Author: What Got
You Here Won't Get You There

“Successful leaders know that learning and growth never stop. The more successful we become, the easier it can be to rely on what has worked in the past. AYT brings successful leaders together to challenge their thinking, learn from one another, and ask what they need to do differently. Wendy has created a valuable opportunity for leaders who want to keep growing and become even better at what they do.”

MORAG BARRETT
Keynote Speaker, Author,
Executive Coach and CEO

“There is something powerful about bringing accomplished leaders together for honest conversation, reflection, and real connection. Wendy does this exceptionally well. She asks the questions that make you stop and think, and creates the trust for people to challenge assumptions, share openly, and learn from one another. This is more than group coaching. It’s an opportunity to gain new perspective and get clearer about how you want to show up and lead.”

ALEXANDRA HYLAND
Global Learning & Development Leader

"In a world that rewards constant motion, Wendy challenges leaders to pause with purpose. She creates the space for honest reflection, intentional growth, and accountable action. By helping leaders become the CEOs of their own lives, Wendy equips them to lead with clarity, take control of their choices, and confidently shape both their present and their future."

Experience at this level matters

Wendy Greeson is the founder and CEO of Amplify Your Talent. An executive coach and leadership advisor, she works with senior leaders and organizations at pivotal moments, when expectations are shifting, roles are evolving, and the path forward is not yet clear.

For more than two decades, Wendy has helped organizations develop leaders, build leadership bench strength, and prepare talent for what comes next. Her work has been recognized by Harvard Business Publishing and honored with multiple awards in leadership development.

In 2017, she was selected from more than 16,000 applicants as an inaugural member of Marshall Goldsmith’s 100 Coaches, a global community advancing the practice of coaching and leadership development.

Wendy founded Amplify Your Talent on the belief that the most consequential leadership development happens from the inside out. Her work helps leaders challenge assumptions, broaden their perspective, and make more intentional decisions about how they lead and what comes next.

Meet our coaches . . . 

Steve
Griffith
Steve Griffith is an executive coach and talent leader who helps senior and high-potential leaders strengthen effectiveness, navigate transitions, and deliver results through deep listening and thoughtful questions. He believes leadership development works best when tied directly to business results, not treated as a separate track.

Drawing on experience as an HR executive and private equity CHRO, he has designed and led enterprise-wide initiatives in succession, executive development, coaching, and talent management across financial services, energy, consumer products, manufacturing, and healthcare.

As Managing Partner of TalentMax, LLC, and a Georgetown University Certified Leadership Coach, his coaching experience spans C-suite executives, vice presidents, emerging leaders, and senior leaders in transition, helping them recognize strengths, uncover blind spots, and turn reflection into action.
Ana
Bedard
Ana Bedard, Ph.D., is a leadership coach and facilitator who helps leaders grow through honest reflection and the collective wisdom of their peers. Ana believes the strongest leadership growth happens in community, where honest peer feedback surfaces what individual coaching alone can miss.

For more than 25 years, Ana has designed and led leadership development initiatives for Fortune 500 companies and healthcare organizations, and is especially skilled at facilitating small-group coaching circles that turn insight into action.

She is the founder of ThriveOn Talent Consulting and previously served on AbbVie's Executive Development team. Certified in Marshall Goldsmith's Stakeholder-Centered Coaching methodology, she also coaches leaders one-on-one. She holds a Ph.D. from Loyola University Chicago and a B.S. in Mechanical Engineering from Penn.

Your strongest leaders should not
have to figure this out alone

The conversation costs nothing.  Waiting does. 

Questions worth asking

Who is this experience designed for?

Amplify Your Talent is designed for mid- to senior-level leaders who are established, trusted, and still delivering but who have reached an inflection point in their career.  

They are ready for more, but less clear on what growth, contribution, and long-term direction look like at this stage. One point of resonance is enough. They do not need to check every box.

How is this different from other leadership development offerings we already have?
Leadership development programs are typically built around skills, competencies, and preparing leaders for the next role.

This experience is built around the individual and the realities leaders face at this stage of their career. It is not a training program or a workshop. It is a structured coaching experience, built for what most development offerings are not designed to address.
How is this different from executive coaching? 
Amplify Your Talent combines individual coaching with the power of group coaching. Leaders benefit not only from dedicated coaching support, but also from shared perspective, meaningful dialogue, and the collective insight that emerges when experienced leaders learn alongside one another.
How many participants are in a cohort?
Each cohort includes 8 to 10 participants. The size is intentional. Small enough for psychological safety and meaningful connection. Large enough for diverse perspectives and rich peer learning.
How much time does this require from participants?
Over the course of six months, participants commit to 9 hours of group coaching, approximately 9 hours of pre-session learning and preparation, a minimum of 9 hours of peer connection, and 3 hours of individualized 1:1 coaching. On average, participants spend 1 to 2 hours per week engaged in the experience.
How do we identify which leaders should participate? 
The best candidates are leaders you would describe as trusted, capable, and established but who seem less energized than they once were, unclear on their next step, or ready for more without a defined path forward. If you find yourself thinking of someone specific while reading this, that is a good place to start.
What insights are shared after each cohort? 
Every engagement includes an Executive Themes and Impact Brief delivered at the end of each cohort. Generated through a structured pre and post-cohort pulse assessment, it gives organizations a clear view of leadership shifts and emerging themes across the cohort while maintaining participant confidentiality.
Is this available across industries and organization sizes?
Yes. The leadership challenges this experience addresses do not belong to any one industry. Organizations with larger leadership populations can also run concurrent cohorts. Reach out to discuss what that could look like for your organization.
How is confidentiality handled? 
Confidentiality is foundational to this experience. The Executive Themes and Impact Brief reports at the cohort level only. No names are assigned to content, no individual insights are attributed, and no personal information is shared with the organization. Leaders can engage fully knowing their privacy is protected.
How do we get started?
The first step is a conversation. Reach out and we will talk through what this looks like for your organization, who the right participants might be, and what the process looks like from there.
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