The Leadership Integrity Framework integrates key principles from neuroplasticity and adult development theories to systematically enhance both the tangible and intangible attributes of executive presence. By focusing on a holistic, step-by-step developmental approach, this framework addresses the evolving cognitive and emotional capacities of leaders. To illustrate the practical application of this framework, the following case study from our coaching practice highlights how these principles support a leader’s growth in real-world settings.

Client Background: Sarah is the Vice President of Clinical Engagement at a healthcare organization. At the start of the coaching engagement, she had been in her role for six months and was transitioning from Stage 3 (The Socialized Mind) to Stage 4 (The Self-Authoring Mind) in Kegan’s adult development theory. Sarah’s achievements in her previous roles were impressive, and she is a self-made, driven, and creative leader. However, in her current role, she feels “small” and unseen, especially when surrounded by older, longer-tenured men at the organization. Her communication, while direct, is often perceived as too assertive or pushy. Sarah’s goal was to find her voice, remove career roadblocks, and feel like an equal among her peers while preparing for a promotion.

Challenges Identified:

• Stage Transition: Sarah’s internal narrative was already aligned with Stage 4, where she was beginning to define her own values and vision. However, her behavior still reflected some Stage 3 characteristics, such as seeking external validation, which led to a gap between her self-perception and how others perceived her, as highlighted in her 360 feedback.
• Communication and Assertiveness: Sarah was encouraged to be more direct, but when she did so, her behavior was perceived as overly assertive. Finding the balance between communicating confidently and maintaining tact was a challenge.
• Emotional Regulation and Boundaries: In her attempt to establish healthy boundaries, Sarah oscillated between being too assertive and too passive, sometimes putting existing relationships at risk. Her tendency to over-analyze details, especially in her check-ins with her boss, detracted from her strategic vision and ability to focus on larger organizational goals.

Leadership Integrity Framework Approach: Using the framework, the coaching engagement focused on four key dimensions:

Personal Mastery:

• Sarah worked on deepening her self-awareness through mindfulness practices. These helped her regulate her emotional responses, especially in high-pressure situations. This aligns with neuroplasticity research, which shows that consistent mindfulness practices can help rewire the brain for emotional resilience and adaptability.
• Values clarification exercises were introduced to help her fully step into Stage 4, where she could define her leadership identity independent of external validation. Over time, she gained clarity around her purpose and leadership philosophy, which improved her self-confidence and sense of belonging.

Leadership Expression:

• To address the communication challenges, Sarah engaged in role-playing exercises, practicing direct communication in low-stakes environments. This helped her refine her approach to conveying messages without coming across as pushy.
• Feedback loops were set up so Sarah could receive regular, constructive feedback on her communication style, which enabled her to adjust and develop new neural pathways associated with more effective interpersonal interactions.

Cultural and Relational Agility:

• Sarah worked on building stronger relationships across functions. As she navigated interdepartmental politics and built trust with senior leaders, her relational agility improved. She learned to engage with peers more collaboratively and was better able to manage cross-functional teams.

Systemic Awareness:

• As part of her development, Sarah learned to widen her strategic lens and focus more on the big picture. Coaching sessions emphasized the importance of systemic thinking, helping her transition from being detail-oriented in her conversations with her boss to focusing on long-term organizational goals.
• Vision thinking was introduced to further develop her ability to lead with a strategic mindset. This increased her ability to navigate complex organizational challenges and reinforced her executive presence.

Results: Over the course of the 18-month coaching engagement, Sarah made significant strides:

• She became kinder to herself, replacing self-criticism with self-compassion, a crucial shift supported by neuroplasticity.
• Sarah developed a clear understanding of her values, purpose, and leadership brand, both internally and externally. This newfound clarity allowed her to communicate more effectively and establish healthier boundaries without alienating her colleagues.
• Her communication became more balanced—she was able to express her ideas confidently while maintaining relational harmony.
• Sarah’s improved systemic awareness enhanced her strategic decision-making, and she became more forward-thinking in her leadership approach.
• By the end of the engagement, Sarah was informed that she was being considered for a promotion to take over her boss’s role, a testament to her growth in executive presence and leadership effectiveness.

This case illustrates how Sarah’s development through the IEP framework enabled her to transition from a stage of uncertainty to one of leadership effectiveness, underscoring the importance of personalized coaching in fostering executive presence.

While Sarah’s coaching engagement exemplifies the transformative potential of the IEP framework, it also highlights the challenges coaches face in fostering executive presence. In practice, the journey to enhanced leadership is influenced by several factors, including individual readiness, developmental alignment, and the time required to embed sustainable change.

Challenges and Considerations

While neuroplasticity and adult development theories offer powerful framework for leadership development, their application presents several challenges, including individual variability in neuroplastic adaptation, client resistance, time commitment, and ethical considerations.

Individual Variability and Readiness for Change

The speed and extent of neuroplastic changes vary greatly among individuals, influenced by genetic factors, life experiences, and the external influences. Moreover, translating these neuroplastic changes into concrete leadership skills requires sustained effort, often within a structured coaching environment. Consistent, deliberate practice with regular feedback, is essential for facilitating meaningful brain adaptation (Rock, 2009).

Leaders at different developmental stages will also display varying levels of readiness to embrace change. For example, those at Kegan’s Stage 2 may prioritize their own needs and resist efforts requiring emotional regulation or empathy, while those at Stage 3 (The Socialized Mind) may struggle with autonomy, relying too heavily on external validation (Kegan, 1998). Coaches must tailor their interventions based on the leader’s developmental stage, gradually fostering the growth of emotional intelligence, adaptability, and self-awareness. 

Time and Commitment

A common challenge is the time required for meaningful neuroplastic change. Rewiring the brain and fostering executive presence demands sustained practice, reflection, and feedback. Unlike short-term programs, neuroplasticity-driven development is an ongoing process that can take months or even years (Swart et al., 2015). Many clients or organizations may expect immediate results, which could lead to frustration if progress is slower than anticipated. Coaches must set realistic expectations, emphasizing that the benefits of the IEP framework lie in long-term, sustainable growth rather that quick fixes (Boyatzis & Jack, 2018).

Resistance to Change

Leaders may resist coaching efforts for various reasons. Those at earlier developmental stages, like Kegan’s Stage 3, may be uncomfortable with the introspection required to move to Stage 4, where autonomy and strategic thinking come to the forefront (Kegan, 1998). Resistance often stems from fear of vulnerability, reluctance to change ingrained behaviors, or a lack of awareness of their developmental stage. Coaches must approach these challenges with empathy, patience, and strategies that address underlying fears, such as the Positive Emotional Attractor (PEA) model, which frames challenges as opportunities for growth (Boyatzis & Jack, 2018).

Ethical Considerations in Coaching

Ethical issues also come into play when applying neuroplasticity and developmental theories. Coaches must ensure they are not imposing change on clients who are not ready for it. Respecting the client’s autonomy, confidentiality, and boundaries is crucial. Moreover, there is the challenge of ensuring that psychological techniques are used responsibly and appropriately, with the client’s well-being at the forefront (Bachkirova, 2011). An additional consideration is developmental alignment. A coach must be at least at the same developmental stage as the client to effectively support their progression (Bachkirova, 2011). Without this alignment, the coach may lack the cognitive or emotional complexity needed to guide leaders transitioning from Stage 3 to Stage 4, where executive presence truly starts to develop.

Measuring Success

Another challenge is assessing the effectiveness of coaching interventions aimed at enhancing executive presence. Some outcomes, such as promotions or improved team dynamics, are tangible and measurable, but other aspects—like emotional intelligence or resilience—are harder to quantify (Rock, 2009). Moreover, the slow nature of neuroplastic change complicates short-term evaluations of success. Coaches and clients need to adopt a long-term perspective, recognizing that significant improvements may be gradual and cumulative over time.

Despite these challenges, leveraging neuroplasticity and applying adult development theories in leadership coaching offers a comprehensive path for cultivating executive presence. By addressing individual variability, managing resistance, and maintaining ethical integrity, the IEP framework provides a structured, long-term approach to fostering leadership effectiveness and personal growth. Coaches must remain patient, adaptable, and committed to supporting leaders through these complex but rewarding developmental journeys.