For executives
At the executive level, performance gaps look different.
Sometimes the challenge is internal: how a leader is communicating, influencing, making decisions, developing others, or being experienced across the organization.
Sometimes it is external: how an accomplished executive is positioned, perceived, and recognized in the marketplace—and whether that positioning reflects the value they are actually capable of delivering.
For more than 20 years, Janice Coleman has worked directly with senior professionals and executives at these critical intersections of leadership performance and career performance.
Her executive work provides the assessment, perspective, strategy, and accountability leaders need to close the gap between where they are now and what their next level requires.
Executive experience
Janice Coleman brings more than two decades of experience working with senior professionals and leaders across career strategy, leadership development, executive coaching, organizational performance, and transition.
Her executive career work alone has supported more than 500 senior professionals over more than 20 years, helping accomplished leaders navigate career transition, advancement, repositioning, professional visibility, and next-level opportunity.
Her leadership-development experience includes work with high-performing leadership cohorts and CEOs, using assessment, coaching, development, and accountability to help leaders better understand their impact and strengthen their performance.
20+ years
Advising senior professionals and leaders
500+ senior professionals
Supported through executive career work
Cohorts & CEOs
Leadership development, assessment, and accountability
Executive pathways
One focuses on how an executive is positioned for what's next. The other focuses on how an executive is performing in the leadership role they hold now. Both begin by identifying the gap.
Executive career strategy
After working with more than 500 senior professionals over more than two decades, Janice understands a reality many accomplished executives eventually encounter:
Being highly qualified and being highly visible, well-positioned, and aligned with the right opportunities are not the same thing.
At the executive level, career advancement becomes less about simply finding the next job and more about ensuring that the marketplace understands your value at the level at which you intend to compete.
Janice's executive career work helps senior professionals examine the gap between the value they possess and the value the market perceives.
That work is grounded in her
VPA Executive Career Framework
Visibility → Positioning → Alignment
Are the right people aware of you and the value you bring?
Executive opportunity is influenced by who knows you, what they know about you, and whether your expertise is visible in the environments where decisions and opportunities are created.
Visibility goes beyond networking. It is about intentionally creating the professional presence and relationships that keep an executive relevant, credible, and discoverable.
Does your professional narrative communicate the executive you are now—and the executive you are becoming?
Titles and years of experience do not position an executive.
Positioning requires clarity around the problems you solve, the results you produce, the leadership value you bring, and why that value matters to the organizations you want to serve.
Janice helps executives align their résumé, LinkedIn presence, executive bio, networking narrative, interviews, executive presence, and professional messaging around one coherent value proposition.
Are you pursuing opportunities that actually fit your value, direction, and next level?
More visibility is not automatically better, and neither are more opportunities.
The objective is alignment—between the executive's capabilities, professional identity, desired trajectory, organizational environment, and the opportunities being pursued.
Because the goal isn't simply to become more visible. It is to become visible to the right people, positioned for the right reasons, and aligned with the right opportunities.
Designed for senior professionals navigating
Executive 360° leadership assessment
At higher levels of leadership, feedback becomes both more important and harder to obtain.
Executives may know what they intend to communicate and how they believe they lead. But leadership effectiveness is ultimately influenced by something else:
How that leadership is actually experienced by other people.
Janice uses 360° leadership assessment as more than a feedback exercise. Drawing from her work in leadership development, high-performing leadership cohorts, executive coaching, and CEO development, the assessment becomes a starting point for identifying the performance gaps between a leader's intent, impact, and organizational requirements.
The objective isn't simply greater self-awareness.
It is stronger leadership performance.
A 360° assessment provides confidential, multi-perspective feedback from the people who experience the leader in different contexts—which can include supervisors or board members, peers, direct reports, and other key stakeholders.
But the assessment itself is only the beginning.
Janice helps the executive interpret the feedback, distinguish signal from noise, identify the performance gaps that matter most, and translate insight into an actionable leadership-development strategy.
The process can help uncover
360° development process
A deliberate progression from multi-rater insight to sustained leadership behavior.
Confidential multi-rater feedback designed to provide a broader view of leadership effectiveness.
A strategic examination of findings, patterns, strengths, development opportunities, and performance gaps.
Clear priorities and measurable development goals based on what the executive and organization need next.
Focused coaching designed to move assessment insights into deliberate leadership behavior and sustainable improvement.
Designed for
Whether an executive is navigating the marketplace or the organization, the fundamental question is remarkably similar:
What is standing between where you are and where you need to be?
For career performance, the answer may be Visibility, Positioning, and Alignment.
For leadership performance, it may be a gap between intention, behavior, impact, and organizational expectations.
Janice's work helps executives identify that distance, understand what is creating it, and develop a deliberate strategy for closing it.
Because at the executive level, the next level rarely requires more of the same. It requires greater clarity about what must change—and the discipline to change it.
Whether the challenge is leadership performance or executive career positioning, the first step is understanding where you are, where you need to be, and what is standing between the two.