Associate Director Coaching & Leadership Development

This is a senior individual‑contributor role with no direct reports. Success is achieved through influence, partnership, and expertise, working closely with Sales Leadership, Sales Training, Field Analytics, and HR to ensure leadership behaviors are consistently reinforced and aligned to commercial objectives.

Key Responsibilities

Leadership Coaching Frameworks

• Design and maintain commercial leadership coaching frameworks aligned to company values, sales objectives, and field realities

• Define effective coaching behaviors for frontline and second‑line leaders

• Ensure coaching models are practical, observable, and measurable

Leadership Capability Development

Develop leadership capability programs focused on:

• Performance coaching

• Field execution excellence

• Account and territory leadership

• Change leadership and resilience

• Partner with Sales Training to embed leadership capability into onboarding and ongoing development

• Support capability differentiation by role (e.g., first‑line manager vs senior field leader)

Field Coaching Enablement

• Enable consistent coaching practices across the field through tools, job aids, and playbooks

• Partner with Field Analytics & Sales Reporting teams to align coaching behaviors with performance insights

• Support field leaders in translating data into effective coaching conversations

Measurement & Effectiveness

• Define metrics to assess leadership coaching effectiveness (e.g., adoption, behavior change indicators, performance impact)

• Partner with analytics teams to evaluate outcomes and identify improvement opportunities

• Continuously refine coaching approaches based on feedback and performance trends

Cross‑Functional Partnership

Partner closely with:

• Head, Leadership Capabilities & Innovation

• Head, Sales Training

• Sales Leadership

• Field Analytics & Ops

• HR / Talent Development

• Ensure leadership coaching is aligned with incentive structures, training priorities, and field operating models

Thought Leadership & Continuous Improvement

• Stay current on best practices in leadership development, coaching science, and adult learning

• Introduce modern, scalable approaches to coaching and leadership growth

• Serve as internal subject‑matter expert on commercial leadership coaching

Scope of Role

• Senior individual contributor with enterprise‑level influence

• No people leadership responsibilities

• High interaction with field leaders and senior stakeholders

Qualifications:

Education

• Bachelor’s degree required; advanced degree (MBA, MS in Organizational Development, or related field) preferred

• 8–12+ years of experience in leadership development, sales coaching, commercial training, or related roles y

• Demonstrated experience working with frontline and second-line sales leaders in a complex, field-based commercial organization

• Proven ability to design and implement coaching frameworks that drive measurable behavior change and business impact

• Strong understanding of sales leadership dynamics, including performance management, talent development, and field execution

• Track record of influencing senior stakeholders and driving adoption without direct authority

• Ability to translate data and field insights into actionable leadership development strategies

• Strong facilitation and communication skills, with experience leading workshops, leadership sessions, and coaching engagements

• Experience partnering cross-functionally with Sales, HR, Training, and Analytics teams

• High degree of business acumen, with the ability to align leadership development initiatives to commercial objectives

• Willingness to travel as needed to support field engagement (if applicable)

• Experience in highly regulated or complex industries (e.g., pharmaceuticals, healthcare, financial services, or similar)

• Experience supporting large, geographically dispersed sales organizations

• Familiarity with CRM tools and performance analytics platforms (e.g., Salesforce)

Skills & Capabilities

• Deep understanding of commercial field leadership dynamics

• Strong coaching and facilitation skills

• Ability to influence without authority

• Excellent communication and storytelling ability

• Analytical mindset with ability to link coaching behaviors to performance outcomes

Leadership Behaviors

• Influence‑Driven: Builds credibility and trust through expertise

• Field‑Grounded: Designs solutions rooted in real‑world execution

• Outcome‑Focused: Prioritizes behavior change that drives performance

• Collaborative Partner: Works seamlessly across enablement, training, and analytics

• Continuous Learner: Evolves approaches as the business and field model change

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