Executive & Corporate Coaching

Coaching for Future-Focused Leadership, Employee Engagement & Retention.

The Top Three Reasons Employees Voluntarily Leave

The Society for Human Resource Management did a study that discovered the top three reasons employees voluntarily leave a company.

1. To advance their career with greater opportunities for training and career development.

2. Poor leadership. It's a well-known fact that bad bosses are the number one reason employee quit!

3. A better compensation and benefits package. 

We specialize in assisting organizations like yours with creating and deploying effective strategies to bridge the gaps in your employees career development and equipping your managers with the NECESSARY leadership skills to successfully lead their teams and navigate dynamic business demands. thus, increasing employee engagement and retention.

Increase Employee Engagement, Retention & Productivity

Let’s look at the first cause of employee turnover - employees want to advance their career with greater opportunities for training and career development. 

We believe it's more critical than ever to retain and develop top talent. Data shows an alarming trend in recent years:

  • In 2017, Gallup estimated that employee turnover costs the United States’ businesses a trillion dollars each year. According to research conducted by the Society for Human Resource Management (SHRM), replacing an employee who leaves lies anywhere between 90% and 200% of that employee’s salary.
  • In 2018, a Work Institute study found that 27 out of every 100 employees in the United States left their jobs voluntarily. They have forecast that employee turnover could hit 35% by 2023. 
  • Gallup’s State of the Global Workplace 2021 Report confirms that roughly 7 in 10 employees are struggling rather than thriving and 80% are not engaged or are actively disengaged at work.
  • Extrapolating findings from the research, an organization with 100 employees and an average salary of $50,000, employee turnover could cost between $1.57 million and $3.5 million each year by 2023.

Clearly, managing employee turnover and retention effectively is a game changer. According to SHRM, this may be the most challenging issue that HR is facing today. According to recent survey, Human Resource professionals anticipate that retaining the best employees will be the greatest HR challenge in 2022, 59% of respondents ranked this factor in their top three challenges, 45% state that recruiting and retention, followed by developing talent (30%), managing the skill gap (28%), managing workplace conflict (28%) and managing multi-generational workforce (26%) are some of the top factors that HR leaders are, and will be, worried about. 

The bottom line is, the high turnover of staff is a huge issue for any organization!

It’s disruptive. It takes a long time to recruit someone new and to train them to the level of your existing team members. It means that your senior staff have to take time out of their schedules to recruit from screening candidates through to interviewing, but then there’s also a time-consuming onboarding and training process to consider.

It’s costly. Each resignation can cost a company up to a third of the worker’s annual salary.  67% often comes from soft costs like reduced productivity, but 33% come from hard costs like recruiting and hiring temporary replacements. 

It reflects poorly on your employer brand if your team are constantly leaving, and candidates will begin to wonder why.

How We Can Help You

We will partner with you and provide a set of tools to develop the leadership and management skills of your employees that will bring immediate and long-term benefits to your business. We provide personalized, one-on-one Career and Leadership development Coaching to help aspiring and seasoned managers in your organizations to develop critical organizational leadership skills.

Coaching will give your employees the confidence, knowledge, and competencies they need to succeed in their own roles, while also maximizing engagement, performance, and retention of the employees they manage. Individual development planning gives employees the opportunity to develop professionally by identifying the skills and behaviors needed to achieve their short- and long-term career goals.

Career and Leadership Development Coaching is a great tool that will benefit both your employees and your organization. It conveys to your employees that their work is appreciated and that You (the organization) is genuinely interested and invested in their professional growth, which helps cultivate trust and loyalty.

Helping employees understand and navigate career options and opportunities within your organization increases retention and organizational effectiveness as well as enhances your attractiveness as an employer.

If you are currently not attending to the internal career development path needs of your employees, consider that:  According to LinkedIn’s 2018 Workforce Learning Report, 93% of employees would stay at a company longer if it invested in their careers. As many as 40 percent of employees who receive inadequate or no training will leave their employer within their first year. At the same time, 94 percent of Millennials and 69% of others consider career development to be the main reason for choosing and staying at a company. And organizations that offer comprehensive training have 218% higher income per employee and a 24% higher profit margin than companies that don’t provide training.

Individual Career Coaching is ideal for the high potential employees and serves as an outstanding retention tool. Clients find one-on-one coaching to be a valuable approach for helping their employees identify their potential and effective exploration where they can best grow and maximize their contribution within the organization. Not only one-on-one coaching provides your employees with opportunities and clear direction on how to acquire or enhance their skills, it also provides important benefits to your organization. 

The Business Impact of providing Career and Leadership Coaching to your Employees

-Addressing and supporting your employees’ desire for ongoing growth and development creates an environment where employees demonstrate greater commitment to team and organizational goals and drive their own performance. 

-Improve employee motivation and performance. Employees more likely to innovate, share what they know and coach others, exhibit stronger customer service, and maintain a positive outlook.

-Identify and then plug critical skills shortages that exist across your organization

-Accelerate the development of effective leadership at all levels of the company

-Build greater loyalty among team members

-Help attract new talent to the company

-Reverse the debilitating trend of turnover that’s costing your organization big $

-Increase the organization’s efficiency and profitability. Companies that invest in training and development can experience 24% higher profit margins

“One quality of leaders and high achievers in every area seems to be a commitment to ongoing personal and professional development” – Brian Tracey

Data shows that employees will stay in a position longer if their company invests in their career development. Investing in coaching demonstrates to your people that the company is invested in their success. This makes employees feel valued and cared for – which in turn produces an engaged workforce. Engaged employees are more likely to go above and beyond in meeting your company's objectives and goals. They are more productive, take fewer sick days on average, and help boost the morale and efficiency of their colleagues.

If you want to reduce REDUCE TURNOVER in your organization, it's time to invest in professional development of your employees, especially your top performers and high-potentials. frankly, it should be a major step in your employee retention strategy.

When you provide training to your supervisors and managers, they will be receiving training and career development that they want and need. Their sense of advancement and skills will lead to increased productivity for them and their team. They will have more fulfilling work and are less likely to leave your company. This provides an immediate benefit to your bottom line – improved productivity and reduced employee turnover!

Remember, at any given time a majority of the largest segment of your workforce is open to new job opportunities. Nine in 10 employees are open to new career opportunities and 67% might be actively seeking them right now. Sign your high-potential employees for Career and Leadership Development Coaching and give them a real reason to stay.

Sign Up for Career & Leadership Development Coaching

Executive Coaching and Leadership Development

Another major cause of employee turnover is poor leadership. Have you had a poor manager? What happened to your work, initiative, and attitude? Exactly! Work quality diminishes, productivity decreases, and attitudes take a turn for the worse. Have you left a job because you had a poor manager? Your company’s employees should be focusing on the advancement of your company goals, not on their manager. 

Is your current leadership team actively helping employees reach their full potential? 

Are your new managers fully equipped with the tools and resources to succeed?

Today’s business environment is changing rapidly. In order to compete, it’s crucial for companies to develop strong leaders that not only rise to meet daily challenges – but also motivate a team around them to do the same. 

Employee engagement increases dramatically when the daily experiences of employees include positive relationships with their direct supervisors or managers. The relationship between managers and employees directly affects how employees feel about their work and accounts for 70% of the variance in employee engagement scores.

Behaviors of an employee's direct supervisors that have been correlated with employee engagement include:
  • The Gallup "Q12," which are 12 core elements that link strongly to key business outcomes. These elements relate to what the employee gets (e.g., clear expectations, resources), what the employee gives (e.g., the employee's individual contributions), whether the individual fits in the organization (e.g., based on the company mission and co-workers) and whether the employee has the opportunity to grow (e.g., by getting feedback about work and opportunities to learn). 
  • Employees enjoy a good relationship with their supervisor.
  • Employees have the necessary equipment to do the job well.
  • Employees have authority necessary to accomplish their job well.
  • Employees have freedom to make work decisions.

The challenge is, research suggests that most businesses aren’t doing enough to prepare their new managers to lead their teams, with 40% of managers reporting that they received less than two hours of managerial training. A few hours of training for one of the most important positions in a company isn’t enough, and effective management means a lot for your business – good managers can increase productivity by as much as 50% while struggling managers can increase turnover by 60%! Leadership can make or break employee happiness and retention! Many organizations promote their best-performing employees to management and leadership positions, believing that they will naturally make good leaders. The art of leadership must be learned, and poor managers are often those who have had no training in leadership – excelling at task execution does not translate to excelling at leading and engaging your people.

The bottom line is that employees will leave if their boss does not deliver a workplace in which they feel respected, appreciated, and challenged. People want to do work they enjoy, with greater autonomy and accountability. They want to develop careers, and benefit from professional advancement.

To Drive Higher Staff Retention, Drive Leadership Capability

According to a Gallup study great leadership consists of the following skills:

  • Motivating all employees to perform and expressing a compelling and clear mission and vision
  • Being assertive when it comes to handling resistance and mishaps
  • Cultivating accountability
  • Developing trusting, open relationships
  • Staying away from internal politics and making decisions based on productivity
The same study found that 82% of companies employ managers that do not possess the above talents, but that doesn’t mean these skills can’t be learned. Investing in leadership development can be one of the most effective ways to increase your employee engagement and retention scores.

How We Can Help You

We offer tailored leadership development programs for executives, managers and supervisors focused on developing the competencies they need to successfully lead and inspire their teams, while meeting organizational performance management and KPI targets.

Specifically, Executive and Leadership Coaching can help your Managers:

  • Lead with greater impact and influence by strengthening their communication skills, increasing their emotional intelligence and ability to empathize, and enhancing their capability to provide and receive feedback.
  • Build self-awareness through identifying blind spots and strengthening leadership skill gaps. This gives them a deeper understanding of strengths and opportunities so they can craft an action plan to move forward.
  • Build leadership capabilities and improve effectiveness in current role, focusing on strengthening relationships and critical leadership skills.
  • Improve social awareness to better understand their employees, adapting leadership style to individuals and influencing outcomes. 
  • Improve relationship management. Use their knowledge of their employees to delegate work that suits individuals, and act as a mentor and guide to motivate engagement.
  • Increase ability to adapt to dynamic, shifting, or complex situations, thus preparing leader for the future roles.

The role of a leader is increasingly complex in today’s environment of rapid change. Through our Executive and Leadership Coaching services, leaders in your organization can master the skills and behaviors needed to successfully navigate dynamic business demands, while maintaining employee engagement and retention. When key leaders in your organization are highly effective, your organization as a whole will be better able to adapt and respond to changing realities.

The bottom line, you get what you give. Organizations that continue to leave their managers high and dry when it comes to their training and development will suffer the workforce consequences of poor management: low productivity, lack of engagement, and poor retention. 

Sign up for Coaching today and help your Leaders increase their personal effectiveness and ability to achieve your business results.

Sign up for Executive & Leadership Coaching here

"Anna is a wonderful executive coach. Regardless of the goals I set out, and the pivots that I needed to make, she was continuously able to steer me in the right direction so I could get past the hurdles in front of me. She has been quick to understand the root causes of roadblocks and ready with guidance on how to approach and overcome these obstacles. She is very patient and caring and always had a positive attitude when working with me. I..."

Felicia S.

View All Testimonials

"Anna is hands down the best coach I've worked with. She's intuitive but doesn't make assumptions, so her style is one of guiding versus directing. This allows plenty of room for self-exploration, which has enabled me to grow professionally (and personally) in a short space of time. I highly recommend working with Anna."


View All Testimonials

"From the beginning, I have found Anna to be an insightful and caring coach with a natural intuition about how to tackle issues that otherwise were not apparent to me personally. Anna has patiently worked with me to think through ways to improve my outlook and actions and has not hesitated to bluntly remind me of when I have not followed through with the plans we have developed. Anna is both supportive and demanding, the best combination I..."

Casey L.

View All Testimonials

"Anna is a thoughtful, brilliant coach. Anna helped me shape my own authentic leadership style rooted in my values and supported by the best practices in the leadership field. I’ve worked with Anna on a wide range of topics including leadership, team management, talent development and managing my anxiety. Anna has given me very concrete ideas that I’ve been implementing daily at work - and she tailors her coaching to me, my leadership style..."

Baira D.

View All Testimonials

"Anna is a phenomenal coach. I have worked with a couple of coaches in my professional life. I felt her approach was more insightful and non-judgmental. She gave me time and space to speak out what I am trying to resolve or work towards. She listened carefully and pointed out what the overarching message she was hearing. I felt like she helped me self reflect and self resolve many issues. I resonated better with the outcomes or decisions..."

Navneet Sachdeva

View All Testimonials

"Anna has been the single most helpful voice in my coaching journey. Within only a few sessions she provided me with spot-on good insights. This advice would stick to me, as powerful helpful reminders throughout the weeks to come helping me deal with anxiety. From day one she had an accurate and deep understanding of my concerns, and from there, we outlined action plans that were straightforward and effective. After our sessions, I always feel..."

Laura N.

View All Testimonials

"Working with Anna, there was no doubt she was completely invested in my success. She takes a highly personalized approach to coaching and is a terrific listener—always helping me to uncover those lightbulb moments for me. I came to her to work on professional development, and I finished with having a clearer understanding of myself, which benefitted me beyond just my career. She is a trusted partner who is motivating, patient and asks the..."

Ariana F.

View All Testimonials

""Anna was a wonderful coach - she provided me with tools that helped get my anxiety under control, manage my stress better, and practice mindfulness. Anna has a very thoughtful and caring approach and I found it very easy to communicate with her. She helped me realize that I was frequently falling into the catastrophizing "mental trap" and I am now better equipped to challenge that thinking trap and stop myself from catastrophizing, which has..."

Daniel S.

View All Testimonials

"Anna is an incredible coach and has helped me tremendously on my wellness journey. She’s been able to help me work through my issues on a large and small scale by identifying the root cause and offering concrete solutions. I understand myself in a way I didn’t before, and I am eternally grateful for Anna because of it. I highly recommend working with her!"


View All Testimonials

"Initially my goal was to improve Executive Presence under Pressure and I am really thankful that I got in touch with Anna. We have spoken at length at Thinking Traps, Opposite Reaction, Breathing techniques etc. etc. that have really helped me be more mindful, calm & composed. Anna is a great listener and asks very good questions which at-times makes me really & deeply think about the Why! Thank you Anna for your support on helping me improve..."

Siddharth S.

View All Testimonials

"I cannot recommend Anna Barnhill highly enough. As my coach, I can always count on Anna to actively listen and provide meaningful input during our sessions. She has thoughtful responses and makes it a point to ask if there is something she can help with. The tools she has provided me with, will help me for a lifetime to come. I am grateful for finding Anna, and all the progress we have made together! "

Christian G.

View All Testimonials

"Anna has been instrumental in providing me new tools to increase the effectiveness and impact of my communication both professionally and in my marriage. Anna coached me through various techniques to improve my perception of information presented to me while also improving my approach to connecting and delivering my message with maximum efficiency. All of Anna’s coaching has been backed with supplemental materials and role play scenarios..."

Matt H.

View All Testimonials

"Anna has been great to work with. Her knowledge on the material and how our brain works has been extremely helpful. She has coached me and gave me tools to develop and help me when I run into problems. We have talked about multiple topics and she has found ways to help. How she is different from others is she will make you think and give your homework. She will make sure you are challenged and practice your tools to help develop your skills..."

Mike D.

View All Testimonials

"Anna is an excellent coach, that is extremely results-focused. She has a strong ability to create awareness of what is holding you back, as well as a plan for moving forward. She asks powerful questions that help to create amazing discoveries and helps to build you up to be able to pursue your big dreams in life. She is calm, professional, and committed to your success. As a result of her coaching, I was able to take significant steps in my..."

Chris A.

View All Testimonials

"I’m a professional and creative who typically considers herself to be a highly motivated go-getter. However, at the stage I met Anna, I was lost, angry and stuck. I wanted to blame anyone and everything but myself for my “being off my game”. Under all the layers of shame, guilt and procrastination lived the truth – I was 100% responsible for healing myself. Anna helped me uncover this reality. It felt as if her light gave me the..."

Michelle H.

View All Testimonials

"Anna has been an amazing life coach. She has given me the necessary tools to allow me to be mentally aware and be as present as possible in order to navigate any situation at hand. Her guidance in how to use these tools and how to navigate mental traps has been fundamental and have helped me reduce stress, approach life with a much simpler outlook, and balance my time in ways I was not able to do before. - Thank you so much, Anna. I was able..."

Daniela M.

View All Testimonials

"I have greatly appreciated my time with Anna! She exuded an amazing balance between care and constructive guidance. She met me right where I was at every point in time and did so without judgement or critique. She offered thoughtful advice founded in both personal experience and knowledge. Anna always made sure to communicate prior to our meetings what specifically I wanted to cover, which I always appreciated. "

Luke R.

View All Testimonials

"I absolutely recommend Anna as a coach. She is gentle, intuitive, and intelligent. She debriefed my ELI assessment and did an amazing job understanding where I come from and helping me be go through my blocks with compassion. If you are looking to understand you fears and the things that are stopping you to do better at work and life in general, she is the right person! Her work is amazing! Thank you, Anna! "

Katherine M

View All Testimonials

"Anna was a great coach to work with! She listens really well and asks pointed questions to get to the bottom of an issue. She makes me feel challenged … and inspires me to think in different ways. Her mental traps framework is very effective in helping me catching and labeling self-sabotaging thoughts as they occur, and I like the perspective switching to ask myself "what would I say/do to my best friend" to cultivate self-compassion. Thanks..."


View All Testimonials

"Working with Anna has been so beneficial to my career development and personal life. Her approach to coaching, identification of areas that need to be worked on, and finding solutions to life's challenges is incredibly motivating to me. In addition, she is always sharing helpful resources that I can easily follow through. Her kindness and honesty during our sessions made our conversations feel very comfortable. Thank you, Anna! "

Patricia S.

View All Testimonials