Executive coaching and leadership advisory services for senior leaders
EXECUTIVE COACHING
All services at 212 Degrees are led by Liz Powitzky, former Edward Jones General Partner and Operating Committee member, and are grounded in real-world executive leadership experience. The work combines executive coaching and leadership advisory support for senior leaders navigating role transitions, executive presence challenges, organizational change, and consequential decisions.
Many of the leaders we work with are navigating inherited team dynamics, pressure from above, and accelerating complexity at the same time. In that environment, judgment matters more than activity, and influence matters more than position.​​​​
We work from real moments, including decisions that went well and situations where your involvement changed the outcome. We clarify what is working, set forward goals, and develop practical ways of thinking leaders reuse as new challenges emerge.
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The result is steadier leadership, clearer judgment, and decisions that hold up over time.
CAREER TRANSITION COACHING
Career transitions at senior levels are rarely just about finding the next role. They are about positioning, judgment, and getting traction quickly once you arrive.
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We work with leaders who are moving from one organization to another, whether that move is planned or forced, gradual or abrupt.
That can include leaving by choice, navigating a layoff, reentering the market after time away, or stepping into a role that looks right on paper but carries unfamiliar expectations.
The focus is not just on landing the role, but on understanding the context you are walking into and positioning yourself to succeed once you arrive.
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Once a role is secured, we shift to a structured transition process designed to help leaders get off to a strong start. This work helps clients surface both the spoken and unspoken expectations of the role, understand the dynamics they are stepping into, and make deliberate choices about how they show up early.
The goal is not just momentum, but credibility that holds over time. Leaders leave this work with tools and frameworks they can reuse as responsibilities expand, expectations change, and future transitions inevitably arise.
EXECUTIVE TEAM REALIGNMENT
When organizations change, teams often keep moving without moving together.
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Priorities multiply. Roles blur. Decisions slow down or circle back. What feels obvious to one person lands differently with another, and the gaps show up later as friction or missed execution.
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We work with leadership teams to restore shared clarity around how priorities are set, decisions are made, and accountability is reinforced day to day. That includes aligning on what matters most right now, how decisions should move, and where responsibility truly sits. The work focuses on how the team operates day to day, not on surface-level dynamics.
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Teams leave this work with a clearer way of working together, fewer unspoken assumptions, and a stronger ability to execute under pressure as conditions continue to change.
LEGACY, TRANSITION, AND NEXT CHAPTERS
Leader transitions rarely happen all at once.
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Responsibility shifts gradually. Influence changes shape. Identity often lags behind reality for a while.
Even positive transitions can feel unsettled when there is no clear next frame.
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We work with leaders who want to be intentional during that period. That may include shaping succession, redefining their role, or designing what meaningful contribution looks like next. The focus is continuity, thoughtful handoff, and forward momentum.
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This work helps leaders move into their next chapter with clarity and confidence, without feeling like they have to abandon what they built to get there.
STRATEGIC ADVISORY & FACILITATION
Some moments benefit from an external perspective.
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When decisions carry lasting consequences, having a thinking partner outside the system can create space for clearer judgment and better choices. We work alongside leaders and executive teams during strategy discussions, leadership decisions, and moments of organizational reset.
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Our role is to help focus the conversation, surface what matters most, and support decisions that will hold once the meeting ends and the work begins.