…..because when everyone leads, your company excels

We bring leadership development to every corner of your organization.

At Have Your All Career, we’re more than just coaches—we’re your allies in shaping leaders, boosting engagement, and creating a culture that supports growth for all your employees, no matter the level. With a thoughtful, strategic, and practical approach, we’ll transform your team’s potential into lasting success.

We provide the expertise to build transformative leaders and high-performing teams.

Leadership goes beyond skill—it’s about driving lasting change, fostering trust, and achieving results. At Have Your All Career, we equip you with the expertise and strategies to develop leaders at all levels, creating a culture that’s poised for success, no matter the changes and challenges that come your way!

The best measure of trust? Repeat business. In 2024, 100% of our engagements came from clients who rehired us or extended their work with us.

Top moments companies call us:

  • Negative feedback from company pulse surveys highlighting challenges in organizational culture.

  • Internal conflicts distracting teams from delivering exceptional client service.

  • Frustration over communication gaps and differing work ethic norms across generations.

  • Struggles with retaining top talent and addressing turnover issues.

  • A desire to develop a proactive approach to succession planning and build a robust pipeline of future-ready leaders.

  • Low employee engagement scores signaling a need for intervention.

  • Siloed work within or across regional teams, contributing to stress and diminished morale.

  • Stagnant market and client growth tied to ineffective leadership practices.

Julie Mwabe, Team Lead, World Bank

“Thank you, Stephanie, for keeping the energy up, pivoting when needed and providing the tools the team needs as we continue to prioritize our work.”

Darwin Conner, Chief DEI Officer, Eversheds Sutherland

“Stephanie is an absolute asset to our team.  She understands the work of DEI, is a source of innovative ideas, always puts her clients’ needs first, is sharp as a tack, and is an absolute pleasure to work with.  She is a true partner when it comes to the work of DEI and wellness and I could not possibly recommend her highly enough.”

Agatha Ventura, Senior Manager, Eversheds Sutherland

“Given how much of the workplace focus is around technical professional growth, Stephanie’s positive energy and facilitation forges more meaningful connections between participants. Stephanie is a model for the kind of practitioner I aim to be and wholeheartedly recommend her services. She can present already existing programs, or work with you to tailor the experience to fit your organizations’ needs.”

Lynn C., Manager, Yelp

"Stephanie introduced game changing thought frameworks to process challenging situations at work. The liked her uplifting energy and passion to help others succeed. I'd recommend Stephanie to people who are reach to enrich their lives with practical tools in career and relationship management, and level up as leaders."

- Nick D., Partner, Global Accounting Firm

“The thing I really liked about Stephanie was that she didn’t come with a list of solutions that were supposed to fix my ‘issues’.  She asked me questions, listened and guided me to arrive at conclusions, rather than giving general advice.  I would recommend Stephanie to any individuals looking to take the next step of their careers, but are plagued by self-doubt.  As a coach, Stephanie gave me space to explore myself, but was also very direct in pointing out my blind spots and growth areas in a constructive manner.

Workshops & Training

    • Needed in moments: When leaders are managing diverse, hybrid teams and need strategies to foster collaboration and inclusivity across generations and work styles.

    • Objectives: Equip leaders with tools to navigate the complexities of hybrid and multigenerational teams. Help leaders create a culture of inclusivity, trust, and effective communication. Provide actionable strategies to enhance team cohesion and productivity.

    • Outcomes: Leaders feel confident in managing hybrid teams, improving communication and trust across generations. Teams operate more effectively with greater alignment and understanding of diverse perspectives.

    • Needed in moments: When teams face communication barriers, difficult conversations, or need tools to navigate sensitive topics effectively.

    • Objectives: Build confidence and skills for approaching and managing challenging conversations. Teach techniques for maintaining professionalism and empathy during sensitive discussions. Strengthen communication across diverse teams.

    • Outcomes: Teams are equipped to handle difficult conversations with clarity and confidence. Workplace relationships are strengthened through improved communication and understanding.

    • Needed in moments: When teams or leaders are experiencing high levels of stress, burnout, or challenges with managing competing priorities.

    • Objectives: Provide tools to identify and manage stress effectively. Teach strategies for building resilience and maintaining focus under pressure. Support individuals and teams in creating healthier workplace habits.

    • Outcomes: Reduced stress levels and improved focus and productivity. Teams and leaders develop long-term strategies for resilience and work-life balance.

    • Needed in moments: When teams or leaders struggle to give or receive feedback effectively, or when feedback is creating tension or misunderstanding.

    • Objectives: Provide a framework for delivering and receiving feedback with clarity and confidence. Help participants reframe feedback as a tool for growth. Strengthen communication skills for handling tough conversations.

    • Outcomes: Leaders and teams feel more confident in navigating feedback discussions. Feedback becomes a tool for strengthening relationships and driving performance.

    • Needed in moments: When individuals or teams are facing burnout, struggling with work-life balance, or seeking strategies to create greater fulfillment in their professional and personal lives.

    • Objectives: Help participants identify priorities and align their work and life goals. Teach practical strategies for setting boundaries and managing time effectively. Foster a culture that supports holistic well-being.

    • Outcomes: Participants experience greater balance and fulfillment. Teams benefit from more engaged, focused, and energized members.

    • Needed in moments: When individuals are at a career crossroads, seeking clarity on their next steps, or wanting to set intentional goals for growth.

    • Objectives: Provide tools for setting clear, actionable career goals. Help participants identify their strengths and opportunities for growth. Align career aspirations with long-term personal and professional priorities.

    • Outcomes: Participants gain clarity and confidence in their career direction. Clear action plans are developed to support growth and achievement.

    • Needed in moments: When teams or individuals need to better understand their work styles and how they impact collaboration, building trust, and performance.

    • Objectives: Increase self-awareness of individual work styles and preferences. Teach participants how to adapt to and leverage diverse styles within their teams. Foster greater collaboration and mutual understanding.

    • Outcomes: Teams operate more effectively with enhanced collaboration and adaptability. Individuals feel empowered to leverage their strengths while working cohesively with others.

    • Needed in moments: When leaders want to improve team engagement, morale, or productivity, especially during periods of low motivation or high stress.

    • Objectives: Provide leaders with practical tools to inspire and energize their teams. Help participants understand the key drivers of motivation. Teach techniques for sustaining engagement and productivity.

    • Outcomes: Teams experience increased motivation and engagement. Leaders feel equipped to create a positive and energized work environment.

  • Needed in moments: When you’re tired of playing office politics and want to build authentic relationships without feeling manipulative, you feel like you're working hard but not getting the recognition or opportunities you deserve, you need to expand your network, but you’re unsure how to do so in a way that feels genuine and aligned with your values.

    Objectives: Learn how to build authentic, trust-based relationships that go beyond superficial networking, shift your mindset from "playing politics" to creating genuine connections that are mutually beneficial, develop actionable strategies for leveraging your network in a way that aligns with your personal and professional goals.

    Outcomes: Participants will feel empowered to engage in networking that feels authentic and aligned with their values, attendees will understand how to build trust in relationships and use it to create career opportunities and collaborations, participants will have the tools to move beyond office politics and create win-win outcomes by fostering genuine, lasting connections.

Facilitated Group Discussions

    • What is it? A Team Retreat is an immersive, off-site experience designed to provide teams with an opportunity to step away from their daily routines and focus on deepening relationships, addressing challenges, and aligning on goals. The retreat typically includes team-building exercises, strategic planning sessions, and opportunities for personal and professional development in a relaxed and focused environment.

    • Needed in moments: Team retreats are commonly used when teams are undergoing a transformation, facing significant challenges, or needing to realign around a shared vision. They’re also helpful for teams that need to improve communication, resolve conflicts, or develop a more cohesive working dynamic. This service is valuable when organizations want to invest in strengthening their teams' bond and enhancing collaboration.

    • Objectives: Strengthen team cohesion and collaboration by addressing key challenges, fostering open communication, and realigning on shared goals and values. Provide a space for reflection and growth to enhance overall team performance.

    • Outcomes: Improved team communication, strengthened relationships, and clearer alignment on goals and values. Teams return to work with renewed energy, commitment, and strategies for overcoming obstacles.

    • What is it? Executive Roundtables are facilitated, peer-to-peer discussions where senior leaders gather to share experiences, discuss challenges, and collaborate on strategic solutions. These confidential, high-level meetings provide a safe space for executives to learn from each other and build a strong network of support.

    • Needed in moments: Executive Roundtables are often used when senior leaders need to discuss complex, high-level challenges in a confidential setting. They are particularly valuable for CEOs, senior managers, or other top-level executives who are looking to gain new perspectives on leadership, decision-making, and organizational strategy.

    • Objectives: Provide senior leaders with a platform to discuss and address their most pressing challenges, gain insights from their peers, and develop strategic solutions for organizational growth and success.

    • Outcomes: Strengthened relationships among senior leaders, enhanced strategic thinking, and new solutions to complex organizational challenges. Executives leave with actionable insights and a stronger sense of collaboration and support from their peers.

    • What is it? Listening Sessions are facilitated meetings where leaders or consultants gather feedback and insights from employees or stakeholders. These sessions are designed to create a safe and open space for individuals to voice concerns, share ideas, and provide input on organizational culture, policies, and leadership.

    • Common use cases for how this tool is used: Listening Sessions are often used when organizations want to gather feedback from employees on specific issues, such as changes in company policy, leadership effectiveness, or overall employee satisfaction. They are valuable when leaders want to better understand the concerns and perspectives of their teams, particularly in times of change or transition.

    • Objectives: Gather honest, candid feedback from employees or stakeholders to better understand their needs, concerns, and ideas for improvement. Use this feedback to inform decision-making and strengthen relationships between leadership and staff.

    • Outcomes: Improved communication and trust between leadership and employees. Leaders gain a deeper understanding of the challenges and opportunities within the organization, leading to more informed decision-making and stronger employee engagement.

    • What is it? ERG (Employee Resource Group) / Affinity Group Workshops are tailored sessions designed to support and develop specific employee groups based on shared identities, experiences, or interests. These workshops provide a space for individuals within these groups to connect, learn, and develop skills that enhance their personal and professional growth. Bringing in external programming for these groups can enrich the depth of conversations, introduce new perspectives, and make the sessions more dynamic and engaging, which helps to increase participation and overall enthusiasm.

    • Common use cases for how this tool is used: ERG and Affinity Group workshops are often utilized when organizations want to foster inclusivity, provide development opportunities for underrepresented groups, or support specific employee communities. These workshops are especially beneficial for diversity and inclusion initiatives, helping organizations create more meaningful and engaging experiences that employees are excited to be a part of.

    • Objectives: Foster a sense of belonging and community within specific employee groups. Enhance the quality of discussions by introducing diverse perspectives and external insights, making the workshops more engaging and impactful. Provide opportunities for personal and professional development that support individuals in navigating their unique challenges and advancing in their careers.

    • Outcomes: Stronger sense of community and support among employees in affinity groups. Increased participation and engagement due to fresh, exciting programming that resonates with employees. Enhanced leadership and development opportunities for underrepresented groups, contributing to a more inclusive and motivated workforce.

Assessments

    • What is it? DiSC is a personality assessment tool that helps individuals understand their own behavior and communication style, as well as that of others. It categorizes behaviors into four main types: Dominance, Influence, Steadiness, and Conscientiousness. The tool is used to enhance communication, teamwork, and leadership by identifying personal preferences and how to adapt to others.

    • Needed in moments: DiSC is often used when teams need to understand diverse communication styles, improve interpersonal dynamics, or address conflict. It’s helpful in situations where individuals or teams want to improve collaboration, reduce misunderstandings, and build more effective relationships by recognizing and adapting to different personality types. It can also be used in leadership development programs to enhance self-awareness and interpersonal effectiveness.

    • Objectives: Provide individuals and teams with insights into their own communication styles and preferences, while fostering understanding of others’ styles to improve collaboration.

    • Outcomes: Enhanced communication and teamwork. Improved relationships, with individuals adapting their behavior to work more effectively with different styles.

    • What is it? The Five Behaviors of a Team is a model developed by Patrick Lencioni that focuses on building high-performing teams by addressing five key behaviors: trust, conflict, commitment, accountability, and results. The tool helps teams assess their current dynamics and provides strategies for improvement.

    • Needed in moments: This tool is typically used when teams are struggling with trust, accountability, or collaboration. It’s particularly valuable for teams going through transitions, such as new team formation or restructuring, and when leadership seeks to align teams toward a common goal. It’s also used in leadership training programs to help managers foster high-performing teams.

    • Objectives: Assess the current state of team dynamics using the Five Behaviors model (trust, conflict, commitment, accountability, and results). Identify areas for improvement and develop actionable strategies to enhance team collaboration.

    • Outcomes: Stronger trust, improved accountability, and increased team commitment. Teams align on common goals and are better equipped to achieve collective results.

    • What is it? The Energy Leadership Index (ELI-MP) is an assessment tool that measures an individual’s energy and mindset, categorizing them into seven levels of consciousness and leadership. It provides insight into how a person’s energy influences their effectiveness as a leader and in other areas of life.

    • Needed in moments: ELI-MP is used to assess energy levels and how leadership presence and mindset impact performance. It’s often used in coaching and leadership development programs to help leaders understand how their energy and mindset influence their effectiveness. This tool is useful when leaders need to increase their self-awareness and develop strategies to shift from reactive to proactive behaviors.

    • Objectives: Assess individuals’ energy levels across seven levels of consciousness and leadership. Provide insights into how individuals can shift their energy to become more effective leaders and performers.

    • Outcomes: Increased self-awareness and energy management. Individuals develop strategies to shift their mindset and energy, leading to more positive leadership presence and improved performance.

    • What is it? The EQi-2.0 is an assessment that measures an individual’s emotional intelligence across five key areas: self-perception, self-expression, interpersonal skills, decision-making, and stress management. It provides a comprehensive evaluation of how emotions influence performance and leadership.

    • Needed in moments: EQi-2.0 is frequently used when there’s a need to improve emotional intelligence for better leadership, team collaboration, and conflict resolution. It’s often used in executive coaching, leadership development, and team-building programs to assess and enhance key emotional intelligence competencies like empathy, self-regulation, and social skills.

    • Objectives: Assess and develop key emotional intelligence competencies, such as self-awareness, empathy, and stress management. Provide tools to enhance emotional regulation and interpersonal relationships.

    • Outcomes: Improved emotional intelligence leading to better decision-making, stronger interpersonal relationships, and enhanced leadership effectiveness.

    • What is it? A 360 review is a feedback tool that collects input from an individual’s peers, subordinates, and supervisors to provide a comprehensive view of their performance, strengths, and areas for development. It is used to gain insights from multiple perspectives to foster growth and improvement.

    • Needed in moments: 360 reviews are used when organizations need comprehensive, multi-source feedback to assess an individual’s performance, leadership style, or areas for growth. They are often used for leadership development, performance evaluations, or to identify areas for improvement. This tool is valuable when organizations are looking to provide objective, well-rounded feedback to leaders or teams.

    • Objectives: Collect feedback from peers, subordinates, and supervisors to provide a holistic view of an individual’s performance and leadership. Use the feedback to identify strengths and areas for improvement.

    • Outcomes: Clear, actionable feedback for personal and professional development. Increased self-awareness and targeted growth plans for individuals.

Leadership Programs

    • What is it? The Midlevel Mastery Peer Coaching Program is a 9-month group coaching initiative designed to develop and support midlevel leaders. The program includes a combination of group workshops, peer networking opportunities, and 1:1 coaching sessions. It is specifically tailored to help midlevel leaders strengthen their leadership skills, build confidence, and prepare for the next level of leadership while fostering stronger peer relationships and networks.

    • Needed in moments: When companies recognize the need to safeguard and develop midlevel leaders as part of succession planning, but these leaders are isolated, siloed, and busy. They are no longer junior, but not yet senior, and often lack the delegation opportunities or support networks needed to thrive and grow.

    • Objectives: Provide midlevel leaders with peer coaching opportunities to build stronger networks, enhance confidence, and support each other’s growth. Foster leadership development through structured coaching relationships, helping participants navigate the challenges of their current roles while preparing for the next level of leadership.

    • Outcomes: Midlevel leaders feel more supported and less isolated. They build stronger relationships and networks with peers, improving collaboration and retention. Participants develop the skills, confidence, and mindset necessary to rise to the next level of leadership, contributing to a more robust succession pipeline.

Leadership Coaching

    • Needed in moments: When senior leaders need personalized support to address complex leadership challenges, enhance performance, or navigate organizational change.

    • Objectives: Provide one-on-one coaching to help executives develop strategic thinking, leadership presence, and decision-making capabilities. Support them in achieving their professional goals and overcoming obstacles.

    • Outcomes: Enhanced leadership performance and strategic impact. Executives feel more confident in their leadership role. Increased clarity and focus on organizational priorities.

    • Needed in moments: When leaders or teams want to maximize their potential, achieve high-level goals, or push through barriers to excellence.

    • Objectives: Support individuals or teams in setting and achieving ambitious goals. Provide tools for enhancing performance, overcoming obstacles, and maintaining momentum toward success.

    • Outcomes: Increased productivity, focus, and performance. Teams or individuals consistently exceed expectations and achieve high-level goals. A culture of excellence and continuous improvement is fostered. What should we know about the services you provide? Better descriptions result in more sales.

Contact us today to begin driving results through change and cultural transformation.


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