Leadership Coach (LVI-Certified)

Key Responsibilities

The selected consultant will lead the end-to-end LVI process, ensuring a seamless and insightful experience for the executive cohort:

• Assessment Administration: Coordinate the ordering and administration of the LVI assessment through the Kaiser Institute.
• Strategic Rater Planning: Partner with HR to review and refine the 360-degree rater group strategy for each participating leader.
• Executive Debriefs: Conduct one-on-one feedback sessions (approximately 1 hour per executive) to interpret results and provide actionable insights.
• Development Planning: Guide leaders in identifying 1–3 key development priorities based on their assessment outcomes.
• Project Advisement: Provide expertise on pacing and rollout best practices for a staggered cohort approach (e.g., groups of ~5 leaders at a time).
• Synthesis & Reporting: Conduct light preparation and follow-up for each executive, including data analysis and summary notes.

Project Timeline & Structure

• Kickoff: Late February 2026
• Assessment & Debrief Period: March – May 2026
• Estimated Duration: 2–3 months
• Estimated Effort: 60–80 total hours
• Location: 100% Remote (U.S.-based)
• Scheduling: Highly flexible; sessions are coordinated directly between the coach and the executives.

Required Qualifications

• LVI Certification: Must hold a current, active certification in the Leadership Versatility Index (Kaiser Institute).
• Executive Presence: Proven experience delivering leadership assessments and debriefs to VP and C-suite level executives.
• Coaching Expertise: A strong background in leadership coaching with the ability to synthesize complex 360-degree feedback.
• Project Management: Ability to independently manage a staggered rollout for multiple participants while maintaining high engagement.
• Communication: Exceptional facilitation and interpersonal communication skills. 

Preferred Experience

• Experience consulting for nonprofit or mission-driven organizations.
• Familiarity with faith-based organizational cultures.
• Broader experience in designing or advising on long-term leadership development programs.

• Contract Type: Project-based or hourly (to be finalized collaboratively).
• Compensation: Competitive/Flexible based on the coach's experience and depth of expertise.