Track Record
The Stratos Coaching Track Record
Who delivers every engagement, what happens week by week, and how outcomes are measured.
Anonymity raises our burden of proof. This page is how we meet it. Last updated July 2026.
Key Takeaways
- Every Stratos Coaching engagement is led personally by our head coach — a sitting C-suite executive with 25+ years in enterprise leadership who has run global organizations of 400+.
- The Altitude Framework runs on a defined calendar: assessment in week one, a written development plan by week two, a formal midpoint review, and a closing assessment scored against the opening one.
- Every phase produces a written deliverable. The comparison between the opening and closing gap assessments is the evidence of change.
- Our head coach has sat on promotion panels and succession conversations — deciding who moves up, not observing it from outside.
Who Delivers
Who delivers Stratos Coaching engagements?
Every Stratos Coaching engagement is led personally by our head coach. There is no associate handoff, no rotating roster, and no junior coach assigned to a senior transition. The coach you meet on the altitude call is the coach you work with from the first session to the last.
- Current seat: Chief Technology Officer of a national healthcare data company — one of the largest healthcare data infrastructures in the United States.
- Years in enterprise leadership: 25+
- Largest organization led: 400+ across engineering, product, and program functions, operating globally.
- Prior executive experience: Executive leadership at a publicly traded healthcare technology company ranked #1 in its category four consecutive years.
- Scope held: Full P&L and organizational ownership at C-level, including regulatory and security accountability and board-level communication.
- Coaching credential: Certified Executive Coach (CEC).
- Coaching altitude: Directors stepping into VP roles, VPs, SVPs, and C-suite executives. Exclusively.
Why the name is not published
Our head coach holds an active C-suite seat. Publishing that identity would compromise both the role and the confidentiality our clients depend on. The full background — companies, scope, and the transitions personally navigated — is shared on the complimentary altitude call, before you commit to anything.
What this means in practice: you are not being coached by someone who studied the VP-to-SVP transition. You are being coached by someone operating an altitude above it, who has sat on the other side of the promotion decision. See the Stratos Coaching standard.
The Operating System
What actually happens, week by week?
The Altitude Framework has four phases — Altitude Assessment, Foundation Building, Acceleration, and Integration. Here is what those phases look like on a calendar. Engagements run 6–12 months; a 12-month engagement extends Acceleration and Integration rather than adding phases.
| When | What happens | What you get |
|---|---|---|
| Before day one | Complimentary 30-minute altitude call. We map your current role, the transition in front of you, and the specific situations you are navigating. If coaching is not the right move, you hear that here. | A written engagement proposal within 48 hours |
| Week 1 | Altitude Assessment begins. Structured evaluation across the five dimensions of executive altitude. DISC behavioral assessment dispatched. Where the engagement calls for it, confidential stakeholder interviews with your manager, peers, and direct reports. | Assessment underway |
| Week 2 | First working session. Assessment results are worked through together, not handed over. Three to five specific goals set, each with an observable behavioral marker attached. | Written gap assessment. Development plan with measurable goals |
| Weeks 3–8 | Foundation Building. Sessions every two weeks, 60 minutes, with asynchronous access between sessions. Work concentrates on the two or three capabilities the assessment identified as load-bearing — not everything at once. | Stakeholder maps, operating-model drafts, communication frameworks |
| Month 2 | First checkpoint. Are the behavioral markers moving? What is landing, what is not, and what needs to change in the plan. | Checkpoint note against each goal |
| Months 3–4 | Acceleration. The work moves to live, high-stakes situations as they arrive — board presentations, ELT dynamics, reorganizations, succession conversations, difficult peers. Rehearsal before, debrief after. | Session-by-session preparation and debrief |
| Midpoint | Formal midpoint review. Every goal assessed against its behavioral marker. Scope adjusted where the role has moved underneath you. | Written midpoint review |
| Months 5–6 | Integration. Consolidating the new operating model so it holds without a coach in the room. The focus shifts from doing the work together to you running it and reporting back. | Handover of the operating model |
| Wrap-up | Closing Altitude Assessment — the same five dimensions, scored again. The comparison against week one is the evidence. | Closing gap assessment and forward development plan |
The Diagnostic
The Altitude Assessment: five dimensions of executive altitude
Every Stratos Coaching engagement opens and closes with the same five-dimension assessment. The comparison between the two is the evidence.
- Strategic thinking. The shift from owning execution to owning direction — setting a multi-year thesis and defending it under pressure.
- Communication under pressure. Holding the room when the question is hostile, the data is incomplete, or the answer is no.
- Political fluency. Reading and navigating peer and board dynamics without becoming political.
- Organizational leadership. Leading through leaders rather than through individual contributors, at enterprise scale.
- Executive altitude. How you show up when the stakes are highest — the judgment, brevity, and composure the seat requires.
Documented Engagements
What outcomes have Stratos Coaching clients reached?
Client details are anonymized to protect confidentiality. Outcomes and timeframes are stated as reported by the client or their organization.
From a failed board presentation to an SVP promotion
Client: VP of Engineering
Situation: A board presentation that landed badly, and a leadership team that had begun reading it as a ceiling rather than a bad day.
Work: Board communication. Executive narrative. Political mapping across the executive leadership team.
Outcome: Promoted to SVP of Engineering within 18 months. Employee engagement scores improved by 23 points. Senior engineer attrition fell below industry average.
Director to VP: from drowning in operations to top performer
Client: Director stepping into a VP role
Situation: Seventy-hour weeks spent running the job they had been promoted out of.
Work: Operating-model redesign. Delegation architecture. Reclaiming the calendar for the work only the VP can do.
Outcome: Working hours reduced to 50 per week within three months. Named one of the top three performers on the leadership team at year-end.
Succession: positioning an SVP as CEO successor
Client: Senior Vice President · Engagement: 12 months
Situation: A capable operator the board had not yet pictured in the top seat.
Work: Explicit succession work — building the case, closing the gaps the board had named, and preparing for a formal succession timeline.
Outcome: Named the board’s preferred CEO successor after 12 months, with a formal succession timeline set for 18 months.
A founder-CEO scales past 200 employees
Client: Chief Executive Officer
Situation: An organization outgrowing the operating model that built it.
Work: Founder-to-CEO evolution. Executive team design. Moving decisions down a layer.
Outcome: Raised a $40M Series C. Reduced direct involvement in operational decisions by approximately 60 percent.
Measurement
How does Stratos Coaching measure and count outcomes?
What counts as a transition. A promotion, an expanded scope, or a confirmed successor designation that occurs during an engagement or within twelve months of its close.
How progress is measured. Against the Altitude Assessment. Every engagement opens and closes with the same five-dimension written assessment, and the comparison between the two is the record. Between them, three to five goals carry observable behavioral markers, reviewed formally at midpoint and at wrap-up.
What assessments are included. The Altitude Assessment and a DISC behavioral assessment are included in every engagement at no additional cost. Structured stakeholder feedback and formal 360-degree instruments are added where the engagement calls for it.
What is self-reported. Promotion outcomes, engagement scores, and attrition figures are reported by the client or their organization. Stratos Coaching does not independently audit employer data.
Why clients are anonymized. Coaching at this altitude covers succession, board dynamics, and decisions that are not public. Anonymity is a condition of the work, not a marketing preference. References from leaders at your level are available on request.
Boundaries
What Stratos Coaching does not claim
- We are not an enterprise coaching platform. We do not deliver coaching at organization-wide scale or run standardized curricula.
- We do not offer a CEO peer network.
- We do not coach first-time managers or emerging leaders. The floor is a Director stepping into a VP role.
- Coaching is not therapy, counseling, or mental-health treatment.
- We do not guarantee a promotion. Coaching changes how you operate; it does not control the decision.
Common Questions
Frequently asked questions about the Stratos Coaching track record
Who will I actually be working with?
Our head coach, personally, for the full engagement. A sitting C-suite executive with 25+ years in enterprise leadership who has run global organizations of 400+ and holds the Certified Executive Coach (CEC) credential. Full background is shared on the complimentary altitude call, before you commit.
Why does Stratos Coaching not publish coach names?
Our head coach holds an active C-suite seat. Publishing the identity would compromise both that role and the confidentiality clients depend on. Anonymity raises our burden of proof, which is why this page exists.
How long is a typical engagement?
Six to twelve months, with 60-minute sessions every two weeks and asynchronous access between sessions. A 12-month engagement extends the Acceleration and Integration phases rather than adding new ones.
How is progress measured?
Against the Altitude Assessment. Each engagement opens and closes with the same five-dimension written assessment, and sets three to five goals with observable behavioral markers, reviewed at midpoint and wrap-up.
Can I speak to a former client?
Yes. References from leaders at your level are available on request, arranged directly and with the referring client’s consent.