COACHING

Coaching unleashes the hidden potential in leaders by helping them maximize their overall performance along with their organization. We help leaders focus on their professional priorities, while also advancing their professional goals.

Executive Coaching

Elk Willow works with individuals (usually executives, but often high-potential employees) to help them gain self-awareness, clarify goals, achieve their development objectives, unlock their potential, and act as a sounding board for self-reflection.

Team Coaching

Elk Willow works with teams to build organizational capacity through team coaching, workshops and capacity building activities personalized for your team to meet their full potential.

Leadership Coaching

Elk Willow works strategically with leadership teams to support them as they work to meet their operational mission and vision. Using data and evidence based approaches your coach will personalize the approach to help teams gain self-awareness, clarify goals and achieve their team potential.

Stories from the Field

Coaching is the most personal and transformative part of my work. It’s where big systems meet individual stories — where leadership isn’t just discussed but lived, wrestled with, and grown into. I don’t offer quick fixes; I walk beside leaders as they navigate complexity, build their voice, and expand their capacity to lead change.

These Field Notes are quiet but powerful stories of transformation — of confidence found, leadership shared, and new pathways opened.

- Stories from the Field -
Team Coaching

- Field notes -

Building Coaching Capacity Within an Organization

The Challenge

The Solution

I partnered with the group for a year-long coaching series designed to build their skills and confidence. Meeting monthly, we explored foundational coaching practices, adult learning principles, and the art of powerful questioning. Each session introduced new tools and strategies for their “coaching toolbox,” from listening techniques to feedback frameworks.

Equally important, the sessions created space for participants to share their real-world challenges, reflect on their growth, and collaboratively problem-solve. This ongoing support allowed them to immediately apply what they were learning and refine their approach over time.

The Impact

By the end of the coaching series, participants reported feeling equipped and confident in their roles. They were able to show up for colleagues in more impactful ways, facilitating professional growth and supporting meaningful change across the organization. The ripple effect was felt well beyond the coaching group, as the organization began to see improved collaboration, communication, and professional learning outcomes system-wide.

- Field Notes -

Transforming a Toxic Workplace Culture

The Challenge

A once-successful business was losing clients and couldn’t understand why. The work itself hadn’t changed, but something deeper was undermining trust and relationships. The root cause became clear through coaching: the addition of a new employee had altered the workplace culture, and negative communication patterns had emerged. Over time, toxicity spread among staff and seeped into client interactions.

The Solution

I worked with the team to surface and unpack the toxic behaviours that had become normalized. Through guided reflection, honest conversations, and facilitated dialogue, we examined how communication — both internal and external — was impacting the organization’s reputation and relationships.

We then co-created new communication norms and practices to rebuild a culture of respect and professionalism. Coaching sessions supported the team in practicing these new behaviours, holding one another accountable, and re-establishing trust as a shared value.

The Impact

The transformation was profound. As the team adjusted their communication style, relationships improved, and trust began to return. The organization stopped losing business and regained the positive reputation it had once enjoyed. This case highlighted the power of team coaching to surface hidden cultural issues and guide groups toward healthier, more productive ways of working together.

- Field Notes -

Confronting Bias and Rebuilding Client Trust

The Challenge

The Solution

I worked closely with the owner and staff to unpack bias and build awareness. Through reflective exercises and facilitated dialogue, we explored the ways bias manifests in everyday interactions and the harm it can cause. Together, we co-developed new norms and communication practices designed to ensure every client felt welcomed, respected, and valued.

Not all employees were willing or able to make the shift. Some chose to leave the organization, while others committed to learning and change. With focused coaching and ongoing support, the remaining team members worked collaboratively to embed inclusive practices into the culture of the business.

The Impact

The results were significant. The business began to rebuild trust with its clientele, and word of mouth about the improved environment brought clients back. More importantly, the workplace culture shifted from one of unexamined bias to one of intentional inclusivity.

This case illustrates how team coaching can catalyze profound cultural change — even in small organizations — and how confronting difficult truths can pave the way for stronger relationships and long-term success.

- Stories From The Field -
Leadership Coaching

- Field Notes -

Growing Into Leadership – Navigating a Major Transition

The Challenge

When a seasoned principal moved into a central office role within the same school division, they faced an unexpected challenge: not everyone believed they were the right fit for the position. Having spent most of their career inside the system, they felt both deeply connected and intensely scrutinized. Confidence wavered, and the weight of others’ perceptions threatened to overshadow their potential.

The Solution

Our coaching work began by creating space for the leader to reimagine their place in this new role. Rather than focusing on external doubt, we explored their own vision — how they wanted to lead, the value they wanted to add, and the unique perspective they brought from their years in schools. We surfaced the gifts, skills, and history they carried with them, and how those could now be leveraged to lift others up and build collective capacity for change.

The Impact

It wasn’t an overnight transformation, but with each coaching conversation, they gradually grew into the role. They learned to focus less on proving themselves and more on doing the work — building relationships, listening deeply, and staying grounded in purpose. Over time, credibility followed. Relationships were rebuilt, trust strengthened, and others began to see the leader not just as a familiar face but as a strategic partner shaping the future of the system.

This coaching journey was ultimately about identity — helping a leader step fully into who they could be, and in doing so, inviting others to see them in a new light.

- Field Notes -

From Maintaining to Leading – A Shift from Management to Leadership

The Challenge

The Solution

Through coaching, we began to shift the focus from maintenance to meaning. We paid close attention to what staff were saying — and just as importantly, what they weren’t saying. That silence spoke volumes: employees felt stifled, unable to share ideas or take risks. The leader realized that while they were keeping the wheels turning, they weren’t creating space for innovation.

We worked on building listening practices and leadership presence, helping them engage more openly with staff perspectives. Gradually, the leader shifted from simply managing processes to leading people. They began inviting authentic conversations, fostering collaboration, and encouraging experimentation.

The Impact

The result was transformative. The organization began exploring innovative ideas that had once seemed out of reach — and many of those ideas ultimately succeeded. The leader’s voice grew stronger too, grounded not just in authority but in trust and connection. This journey showed how powerful leadership becomes when it moves beyond maintaining the status quo and starts shaping what’s next.

- Field Notes -

Building Trust and Collaboration – Expanding Leadership Beyond One Voice

The Challenge

The Solution

Our coaching conversations focused on reframing leadership as a shared endeavour. We examined the leader’s strengths and explored where complementary strengths might exist in others. Bit by bit, the leader began identifying people within the organization who could be part of a broader leadership team — individuals whose perspectives, skills, and voices could enrich the decision-making process.

The Impact

As the circle widened, so did the organization’s capacity. Opportunities and possibilities surfaced that had never been considered before. Decisions improved as more information and perspectives shaped them. Most importantly, the leader no longer felt they were carrying the load alone. They discovered that leadership isn’t diminished when shared — it’s amplified.

Through this coaching work, a once-isolated leader built a collaborative leadership culture that not only strengthened the organization but also created a more profound sense of purpose and possibility for everyone involved.

- Stories From The Field -
Executive Coaching

- Field Notes -

Building Confidence and Leadership Identity in a New Role

The Challenge

Stepping into a new executive role is often both exciting and overwhelming. One client — newly appointed to a senior leadership position — was struggling with intense imposter syndrome. Despite a strong track record and deep expertise, they questioned whether they truly belonged in the role and feared being “found out” as not good enough. This lack of confidence was holding them back from leading decisively and fully stepping into their new responsibilities.

The Solution

Through coaching, we created a safe space for exploring and reframing these feelings. Together, we examined the unique skills, experiences, and perspectives the client brought to the position — qualities that were not liabilities but distinct strengths. We identified patterns of self-talk that undermined their confidence and replaced them with intentional practices that reinforced their leadership identity.

We also developed concrete strategies for showing up with confidence in key moments: preparing for board presentations, leading difficult conversations, and setting strategic direction. Gradually, the client began to see themselves as capable and credible — because they were.

The Impact

- Field Notes -

Staying Relevant Through the Power of Organizational History

The Challenge

The Solution

Our coaching work focused on reframing history as a source of innovation rather than a constraint. Together, we explored the organization’s past — its founding values, pivotal decisions, and lessons learned — and identified how that legacy could inform new strategies.

Through reflective dialogue and strategic visioning exercises, the leader began to see continuity and innovation as complementary forces, recognizing their mutual importance. We developed ways to leverage institutional memory as a springboard for new ideas, positioning the leader not as “outdated” but as uniquely equipped to guide the next chapter.

The Impact

- Field Notes -

Strengthening Workplace Relationships and Finding One’s Voice

The Challenge

The Solution

Our coaching sessions focused on building relational tools and communication strategies. We explored how to establish strong professional relationships, clarify boundaries, and foster mutual respect in shared workspaces. We practiced techniques for speaking up with confidence — even in rooms where others were more vocal — and strategies for framing our contributions so they carried influence.

Together, we developed an action plan tailored to their specific context, including strategies to initiate collaborative conversations, prepare effectively for meetings, and establish conditions that foster positive working relationships.

The Impact

The client reported a significant shift in their workplace experience. They built stronger relationships, navigated shared spaces with greater ease, and began contributing ideas more confidently in team settings. Their presence was felt — and valued — in new ways.

Through coaching, they didn’t just “cope” with a challenging environment; they reshaped how they showed up within it, becoming a more confident and effective leader.

Let’s Create Meaningful Change Together

Connect with Elk Willow Consulting to explore how we can help your organization grow, innovate, and thrive.

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ABOUT COACHING

COLLABORATIONS

TESTIMONIALS

Susan Poole

Executive Director of Learning and Innovation, Calgary Academy

Adelee is a gifted educator with extraordinary talent! She is an intelligent, creative, and innovative professional whose diverse educational experience and knowledge of present trends brings a high level of expertise and credibility. Her expertise is enhanced by her collaborative, thoughtful and engaging approach, grounded by her exceptional work ethic and desire to have a positive impact on the success of others. Adelee’s passion for her work and dedication to those who serve in education makes her an excellent choice as an educational consultant.

Tannis Niziol

Professional Learning Consultant, Edmonton Regional Learning Consortium

There is no one I’d rather work with than Adelee Penner! I enjoy the privilege of collaborating with her on a variety of projects, and I am forever impressed by the depth of her expertise, her unwavering commitment to the work, and her generosity of spirit. Adelee is an agile, intuitive thought-partner in any collaborative environment, and as a coach and professional learning facilitator she possesses an uncanny ability to “read the room” and to pivot in response to the needs of those in her care.

Mark Bevan

Certified Executive Coach

One of the smartest people I have ever met! Adelee is not only a brilliant mind, she is an exceptionally caring and thoughtful team member and leader. Adelee is generous in her words and thoughts and works exceptionally hard to create remarkable outcomes. Powerful human being!

Call Us

COACHING

Executive Coaching

Team Coaching

Leadership Coaching

Stories from the Field

- Stories from the Field - Team Coaching

- Field notes -

Building Coaching Capacity Within an Organization

- Field Notes -

Transforming a Toxic Workplace Culture

- Field Notes -

Confronting Bias and Rebuilding Client Trust

- Stories From The Field - Leadership Coaching

- Field Notes -

Growing Into Leadership – Navigating a Major Transition

- Field Notes -

From Maintaining to Leading – A Shift from Management to Leadership

- Field Notes -

Building Trust and Collaboration – Expanding Leadership Beyond One Voice

- Stories From The Field - Executive Coaching

- Field Notes -

Building Confidence and Leadership Identity in a New Role

- Field Notes -

Staying Relevant Through the Power of Organizational History

- Field Notes -

Strengthening Workplace Relationships and Finding One’s Voice

Let’s Create Meaningful Change Together

ABOUT COACHING

COLLABORATIONS

TESTIMONIALS

Susan Poole

Executive Director of Learning and Innovation, Calgary Academy

Tannis Niziol

Professional Learning Consultant, Edmonton Regional Learning Consortium

Mark Bevan

Certified Executive Coach

Contact

- Stories from the Field -
Team Coaching

- Stories From The Field -
Leadership Coaching

- Stories From The Field -
Executive Coaching