P: 508-325-6161 | contact@archermartinassociates.com

Our executive coaching practice focuses on four distinct services: 

  • Executive Search Coaching to become a College/University President/Senior Administrator, including CV and Cover Letter, Interviews, Negotiations, Contract, etc.
  • Individual Leadership Coaching to promote an individual’s success in an ongoing leadership position
  • Leadership Team Coaching to foster and enhance team-building to further institutional effectiveness
  • Transition Management Coaching to enable new presidents and senior administrators to succeed in their new appointments


Executive Search Coaching

When an individual is ready for a move, our coaching focuses on preparing for and participating in a search process, and winning the appointment about which he or she is most passionate.

In the words of a newly- appointed executive director, “I would not have been the successful candidate for this big statewide job without the polish and perspective that you taught me.” A first-time president wrote, “you have been instrumental in helping me achieve my dream position, and your counsel has been right on target.”

Individual Leadership Coaching


The end goal need not be a new position: an individual may wish to improve performance in the present. We can focus on leadership and communication techniques within the framework of the specific situation. At the end of a year of semimonthly coaching sessions, one academic affairs leader wrote, “Thank you for your valuable guidance and advice… and the subsequent extraordinary professional coaching I have received through your firm…(You have) provided me with exceptional advice and support to enhance my effectiveness (at my institution) and to begin preparing for the next leadership challenge.”

Leadership Team Coaching

Rather than conduct a new search, a provost contacted us with the hope that we could transform a newly promoted dean from a manager to a leader-manager. Having been the associate dean, the new dean was an established member of an entrenched divisional team.

We coached both the dean and the provost for five months while the dean undertook a strategic planning process for the division. The change management process resulted in 20 of the 22 people in the division moving together on a new path with enthusiasm—and the other two eventually caught up – (mostly!).


Transition Management Coaching

If we think of transition as a process in which a stranger becomes recognized as a member of the institution’s culture and established in a highly respected role in the community, it is clear that a successful outcome is neither automatic nor instantaneous. Effective transitions must be intentional, ensuring that specific steps are taken to produce the desired outcome. In our experience, intentional transition is particularly effective when the successful president was an internal candidate.

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Ask Your Executive Coach

“(It) Was as if you became…an insider who knew she just had to get it right!”

This column is focused on answering important questions/scenarios faced by individuals and institutions engaged in the search process, most particularly for the office of the presidency. With the influx of presidential retirements (both in process and on the horizon) and the issues with which higher education is juggling in this 21st century, the stakes for presidential and institutional success have never been higher.

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