An Executive Voices Blog by Nancy Geller, Executive and Leadership Coach at Geller and Associates

After more than thirty years in the world of toys and brand licensing, I made the leap to executive coach and leadership facilitator. Because between tariffs, rapid market shifts, and the AI revolution, it’s tough out there. But one thing I know is that the difference between organizations that thrive during difficult times and those that struggle comes down to one thing—leadership.

You can have the hottest IP, a mega marketing budget, or the best ideas ever minted, but if there isn’t a focused, kind, and forward-thinking leader steering the ship, it all fizzles.

Leadership development is not one-size-fits-all, however. Today, the “off-the-shelf” approach just doesn’t cut it. Building a culture of excellent leaders—the kind who light up a room and inspire real results—means going deeper.

Modern leadership development is about people and culture. It’s more than just skill-building and teaching people how to delegate; it’s an honest journey that focuses on understanding values, stretching comfort zones, and nurturing a specific mindset. I’ve seen firsthand that coaching lifts people up—and data shows that 80% report higher self-confidence, 70% get better at their jobs, and companies consistently recoup their investments and then some.

Leadership coaching is valuable at any point in your career—whether you’re facing challenges due to the changing landscape or stepping into a new role. The earlier you start, the bigger the payoff for your growth and effectiveness. And for senior leaders especially, working with a coach isn’t just helpful—it’s essential. Coaching keeps your skills sharp, offers an outside perspective, and sets the tone for a culture of continuous development across your entire organization.

How long it should last depends on your goals. If you’re trying to solve a particular challenge that has a clear resolution, four to eight sessions are ideal. That being said, executives evolve as often as the workplace evolves and, when you work with a good coach, the coaching evolves along with you.

For companies looking to incorporate leadership development into their strategies in a meaningful way moving forward, it’s important to start with discovery by taking a deep dive into your culture and challenges. What are the problems you can never quite solve? What’s the biggest blocker? Your team can help with this—ask your organization what truly needs attention.

Leadership development comes in many forms, including in-person workshops, one-on-one coaching, group coaching where peers create a community of support, creative brainstorms, and coach-in-residence support for sustainable, ongoing, and real-time growth.

The best programs balance learning with doing. Mix theory with hands-on practice (including live problem-solving and practicing conversations) and invite feedback from peers, direct reports, and leadership. Honest conversations help leaders grow as professionals and as people. Grounding all of this in the context of your specific organization is crucial because effective leadership development should stay focused on your reality, not some concept from a random self-help book.

Throughout this process, you will need to review and measure your progress so that your program can evolve as you see results. And those results are engaged managers that inspire their teams and organizations with collaboration, positivity, and productivity. These aren’t just “work things”—the skills spill over into life, shaping us into more self-aware, adaptable, and empathetic humans.

Ultimately, my North Star as a coach comes straight from Maya Angelou’s words: “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” That’s the legacy I want—to help leaders make others feel seen, safe, and inspired. That’s the real secret to impact. And it’s why, even after leaving toys behind, I’ve never felt more fulfilled.

Geller and Associates works with senior leadership teams and executives across industries to drive profitability through deep culture change—rooted in empathetic leadership and clear communication. With decades of corporate experience, a suite of powerful assessments, and executive coaching expertise, G&A uncovers strengths, targets gaps, and delivers strategies that transform leaders, elevate performance, and boost engagement across teams. Services include 1:1 Executive Coaching, Leadership & Team Assessments, Group & Team Coaching, Custom Leadership Workshops—including How to Be a BadAss Boss, Corporate Survival for Introverts, Taming Imposter Syndrome, When Nice Isn’t Working, and Create & Accelerate Trust on Teams—all tailored to your team and challenges. For rapid results, Nancy also leads Creative Brainstorms and Challenge Sprints—fast, 120‑minute sessions that solve pressing problems and build consensus.