For coaches ready to work at the layer that shapes how leaders lead.
A practitioner community built around the regular, applied practice of developmental coaching — using the Readiness Engine assessment as the instrument.
A dedicated space to sharpen precision at the developmental layer.
You already know your way around a coaching relationship. What the membership gives you is a standing space to sharpen that precision — working real, anonymized profiles alongside senior practitioners who hold a high standard, and want peers who hold it too.
This assessment lets you speak to the most important layer: adult development. It points a path — and then helps you coach to it.
Always applied. Always with time to use what’s worked on.
- Sharper skill at recognizing developmental level
- Deeper, more practical command of vertical development
- Growth in your own capacity as a practitioner
- A community of serious peers to think alongside
Six things the membership produces — not promises, structures.
01
A community of practice
Senior practitioners from every serious developmental lineage, working the same instrument and holding the same standard.
02
A growing resource library
Vertical-development materials, worked profiles, and session recordings that compound with every meeting.
03
Access to top practitioners
The people who built their developmental practice over decades — in the room, on the profile, every other week.
04
Regular deliberate practice
New skills used the week you learn them — on material that behaves like your real client work, because it is.
05
A playground for the instrument
Become genuinely expert at reading profiles before the stakes are a client engagement.
06
Assessments for your clients
Bring Readiness Engine assessments into your own practice as a member — with the community behind your debriefs.
What to say when your client asks “how is this different from DiSC?”
Most senior coaches have one bottleneck: clients already using DiSC, Hogan, StrengthsFinder, or a 360. Here’s the language that opens the door.
When they say: “We already use Hogan / MBTI.”
“Hogan and MBTI tell you what kind of leader this person tends to be. Readiness Engine tells you what kind of leader they can become.”
When they say: “We use StrengthsFinder / DiSC.”
“StrengthsFinder and DiSC show you how someone prefers to work. Readiness Engine shows you how they actually perform when the role gets harder than their preferences.”
When they say: “We have a 360 in place.”
“A 360 tells you how the people around your leader see them today. Readiness Engine tells you what’s structurally available to them tomorrow. One is a mirror. The other is a map.”
When you’re ready to administer and debrief the assessment independently — and coach to what it reveals with full autonomy — certification is the next step.
- Rooke, D. & Torbert, W. (2005). Seven Transformations of Leadership. Harvard Business Review. Leaders at higher developmental stages produce ~3× more sustained organisational transformation. ↗
- McCauley, C., Drath, W., Palus, C., O’Connor, P. & Baker, B. (2006). The Use of Constructive-Developmental Theory to Advance the Understanding of Leadership. The Leadership Quarterly. ↗
Next Step
The next session is on the calendar.
Real anonymized profiles. A room of senior practitioners. Ninety minutes that sharpen how you read the next client who walks into your practice.