Strategy & Leadership Workshops · Organizational Consulting · Dallas, TX

Helping leadership teams figure out what needs to change, and then actually do it.

Win-Win Coaching works with senior leaders and executive teams to make sure the right people and the right initiatives are in place to reach the business’s goals. Every workshop and engagement is built specifically for the organization in front of us. No set menu. 16 years of experience behind it.

Let's talk about your business
See the 3-day workshop

A 30-minute conversation about what you’re trying to accomplish and where you’re stuck, and an honest answer on whether we can help.

Most leadership teams don’t have a strategy problem. They have an execution problem.

The goals are clear. The people are smart. There’s been an offsite, maybe two.

And yet, months later, the priorities are still fuzzy, decisions keep getting revisited, and the same issues come up in every leadership meeting.

That’s rarely a talent problem. More often, the team has never sat down together and honestly answered two questions.

The businessWhat does the business need to do differently to achieve its goals?
The leadersWhat do we, as leaders, need to do differently to make that happen?
How we work

Everything is customized.

There’s no set menu of workshops or solutions here, because every organization is different. What worked for one company last month probably isn’t what your team needs.

The starting point is always the same: understand what the business is trying to accomplish, where it’s struggling, and what its leaders and teams actually need. Then build something specifically for them.

Sarah has built dozens of workshops over the years and keeps building more. But they’re starting points, not products. Every one gets reshaped around your situation before it goes in front of your team.

These are working sessions, not training. Your team does the thinking, makes the decisions, and leaves owning the plan.

Who this is for

Senior leaders and executives, mostly. But it can be for teams.

Most of the work is with senior leadership teams and executives. The common thread is that the business has grown, or changed, and the way the leadership team works together hasn’t caught up.

Get the leadership team aligned

on a small number of priorities that actually matter

Turn strategy into execution

with clear owners, measurable outcomes, and a 90-day plan

Reset a struggling team

on trust, accountability, communication, or performance

Build the leadership bench

so you’re ready for the next stage of growth before it arrives

Rethink structure or operating model

as the organization scales

Lead people through change

without losing momentum or good people along the way
Signature engagement

Leadership Strategy Workshop · 3 Days

A three-day strategy and leadership workshop for senior leadership teams that need to move from understanding business challenges to making clear strategic choices and owning execution. Built around two questions that run in parallel throughout: what the business needs to do differently, and what its leaders need to do differently to make that happen.

Diagnose

The team develops a shared, evidence-based view of the current state, identifies the issues most materially affecting results, and separates symptoms from the underlying business challenges.

Decide

With a clear diagnosis, the team moves from evidence to choices. Leaders decide what has to change, narrow competing priorities down to the 5 to 7 that actually matter, and take ownership for making that change happen. This is where the workshop pushes leaders to look honestly at what they’ve been tolerating, avoiding, over-owning, or leaving unclear. The team also works out what each function needs to contribute, where the cross-functional dependencies sit, and what trade-offs have to be made. Each leader leaves having named the specific shift they personally need to make to help the strategy succeed.

Own

Strategy becomes execution. Each priority gets a clear executive owner, success measures, functional contributions, dependencies, resources, the decisions still required, and 30/60/90-day milestones. Those priorities come together into one enterprise execution plan, backed by a focused executive scorecard and the governance cadence the team will use to hold itself accountable after the workshop ends. 

What Makes This Different

This isn’t three days of sticky notes and a strategy document nobody looks at again. When the team hits a real problem, the conversation doesn’t stop at “the process is broken” or “we need more resources.” Leaders get pushed to ask what they’ve allowed that let the problem continue, and what they’re going to do differently about it.

You leave with two interconnected plans. The Business Execution Plan: strategic priorities, executive ownership, functional contributions, dependencies, milestones, measures, and governance. And the Leadership Plan: the decisions leaders need to make differently, what to stop tolerating, where accountability or delegation has to change, and the individual leadership shifts required to execute the strategy.

What you leave withA leadership team that agrees on what to do, who owns it, and how you’ll hold each other to it. Typically run with senior leaders and executives; adaptable for teams. Shorter versions available, from four hours to two days.
Ask about the 3-Day Workshop
What we do

Making sure you have the right people and the right initiatives to achieve your business objectives.

That can include leadership development, strategic planning, building high-performing teams, succession planning, change management, organizational structure and design, and operating models. It sounds broad, but that’s really the nature of the work. These are starting points for a conversation, not a catalog.

Facilitated working sessions for the top team. Real decisions, made in the room.

Executive Team EffectivenessHow well the top team actually works together, and what would make it better.
Executive Leadership AlignmentThe senior team on the same priorities, telling the same story.
Strategy & Organizational CapabilityDoes the organization have what it takes to deliver the strategy?
Succession & Enterprise Talent ReviewWho’s ready, who’s not, and where the risk sits.
Leadership Team ResetFor executive teams stuck in patterns that stopped working.
Executive Decision-MakingHow decisions get made at the top, faster and better.
Enterprise AccountabilityOwnership that’s clear across the whole organization.
Leading Through TransformationMajor change without losing people or momentum.
Building the Leadership Team for the Next Stage of GrowthThe team that got you here may not get you there.

Some of the strongest executive-level offerings, because they’re facilitated working sessions, not training.

Strategic Planning WorkshopAlign leadership around priorities, choices, and execution.
Strategy to ExecutionTurn strategy into measurable priorities and ownership.
90-Day Execution PlanningWhat gets done in the next 90 days, by whom, and how you’ll know.
Leadership Team AlignmentEveryone rowing in the same direction on what matters most.
Operating Rhythm DesignHow leadership teams run meetings, make decisions, and track execution.
OKR Development & AlignmentObjectives and key results that connect top to bottom.
Vision, Mission & Strategic PrioritiesWhere you’re going and what you’ll say no to.
Decision-Making & AccountabilityWho decides what, and what happens when commitments slip.
Breaking Down Organizational SilosFunctions working across lines instead of around each other.

This is where the bigger, more strategic engagements usually start.

Organization DesignStructure built to deliver the strategy, not the org chart you inherited.
Operating Model DesignHow work actually flows: decisions, processes, governance, roles.
Organizational Effectiveness DiagnosticWhat’s really slowing the organization down.
Roles & Accountability MappingWho owns what, across the organization.
Decision Rights & GovernanceWho has authority to decide, and removing bottlenecks.
Span of Control & Organizational LayersToo many layers? Too few?
Designing for GrowthA structure that scales instead of breaking at the next stage.
Post-Reorganization Team AlignmentHelping teams settle into new roles after the reorg.
Workforce PlanningThe people you’ll need, when, and where the gaps are.

A particularly strong differentiator, and an area Sarah especially enjoys.

Succession PlanningWho’s next for critical roles, before you need them.
Talent CalibrationLeaders using the same bar when they assess people.
Building Leadership Bench StrengthEnough ready leaders that no departure hurts.
Identifying & Developing High-Potential TalentSpot future leaders early and invest deliberately.
Career Pathing & Internal MobilityA reason for people to grow inside instead of leaving.
Critical Role & Talent Risk AssessmentWhich roles would hurt most if empty, and how exposed you are.
Performance CalibrationConsistent, fair ratings across managers.
Leadership Pipeline PlanningThe flow of leaders from front line to executive.
Development Planning for Future LeadersReal plans, not a form filled out once a year.
Leading Organizational ChangeLeaders who drive change instead of announcing it.
Change ReadinessIs the organization actually ready? Find out before launch.
Stakeholder Mapping & InfluenceWho matters, where they stand, how to bring them along.
Change Impact AssessmentWho is affected, how, and what they’ll need.
Building a Change Leadership PlanA practical plan for leading people through it.
Communicating Through ChangeWhat to say, when, and to whom.
Managing Resistance to ChangeHandle pushback directly instead of hoping it fades.
Post-Change ReinforcementMake the change stick after launch energy is gone.
High-Performing Team AcceleratorDiagnose what’s holding the team back and build an action plan.
Team ResetFor teams struggling with trust, accountability, communication, or performance.
Roles, Responsibilities & Decision RightsFixing confusion around who owns what.
Building Trust on TeamsThe foundation everything else depends on.
Healthy Conflict & Better DecisionsDisagree well, decide faster, commit.
Cross-Functional CollaborationWorking across boundaries instead of fighting over them.
Working AgreementsHow the team communicates, decides, and holds one another accountable.
From Manager to LeaderMaking the shift from managing work to leading people.
Leading High-Performing TeamsBuilding accountability, trust, clarity, and performance.
Delegation That Actually WorksDeveloping people while getting out of the weeds.
Coaching for PerformanceHelping good employees grow and addressing performance gaps.
Difficult ConversationsAddressing conflict, behavior, and performance directly.
Executive Presence & InfluenceBuilding credibility and influencing across an organization.
Leading Through ChangeHelping teams navigate uncertainty and organizational change.
Leading LeadersFor directors and executives managing other leaders.
New Leader AssimilationAccelerating a leader’s transition into a new team or organization.
Culture by DesignBuild the culture on purpose instead of by accident.
Turning Engagement Survey Results Into ActionFrom admiring the data to fixing what it shows.
Manager Accountability for EngagementA manager’s responsibility, not an HR project.
Building a Culture of AccountabilityPeople do what they say, and it’s noticed when they don’t.
Creating Psychological SafetySo people speak up, raise problems early, take smart risks.
Values to BehaviorsThe values on the wall become how people actually work.
Employee Experience DesignThe day-to-day experience that keeps good people.

Don’t see your exact challenge here? That’s normal. Most of the work doesn’t start from this list. It starts with a conversation about what your business is trying to accomplish, and then Sarah builds something specifically for you.

How it works

It’s pretty simple.

A conversation

A 30-minute call. You explain what the business is trying to do and where it’s stuck.

Discovery

Sarah talks to the right people, looks at the data, and finds what’s underneath the symptoms.

Built for you

The session is designed around your team, your goals, and your situation.

The work

Facilitated working sessions. Decisions get made. Ownership gets assigned.

Follow-through

Check-ins to make sure the plan holds up once everyone is back at their desks.
About

Meet Sarah Skinner

For about 16 years, Sarah’s role has been making sure organizations have the right people and the right initiatives in place to achieve their business objectives.

That has included leadership development, strategic planning, building high-performing teams, improving individual and team performance, succession planning, change management, organizational structure and design, and operating models. It sounds broad, but that’s really the nature of what she does, and it means she has seen most organizational challenges more than once.

She really likes to customize. She doesn’t believe in a set menu of workshops or solutions, because every organization is different. She’d rather understand what the business is trying to accomplish, where it’s struggling, and what its leaders and teams actually need, and then build something specifically for them.

Win-Win Coaching started with individual leaders. Today Sarah works directly with companies and organizations: she goes in, understands what they’re trying to accomplish and what’s getting in the way, and creates a customized solution that helps them get there.

Investment

Know the range up front.

Every engagement is scoped to what you actually need, but it’s better to see the range now than be surprised later.

Engagement Investment
Half-day customized workshop $5,000 – $7,500
Full-day customized workshop $8,000 – $12,000
Two-day customized workshop $15,000 – $20,000
Executive strategy / leadership alignment $12,000 – $20,000
OD consulting engagement: discovery + workshop + follow-up $15,000 – $30,000+

Let's talk about what your business is trying to accomplish.

One 30-minute conversation. Even if we don’t end up working together, you’ll leave with a clearer picture of what’s getting in the way.
Book a conversation
Questions

Frequently asked

Do you only work with large companies?
No. A lot of the work is with mid-sized and growing organizations, where the leadership team is small enough to get in a room together and big enough that misalignment really costs something.
Is this training or consulting?
Consulting. These are facilitated working sessions where your team makes real decisions about your real business. Nobody sits through slides.
How customized is it, really?
Completely. Sarah has built dozens of workshops, and every one gets reshaped around your organization before it’s delivered.
Can this be done virtually?
Sarah to confirm.
Do you also offer executive coaching?
Yes. Executive coaching for individual leaders is available on its own or as follow-through after a team engagement.