Leadership Performance Coaching · Executive Teams
Your team is capable.
The gap is
self-leadership.
25+ Years · 7,500+ Coaching Hours ·
Former Results Coach, Robbins Research International, Tony Robbins Organization ·
17 Years, Rich Dad Poor Dad, Robert Kiyosaki · ICF Member · Certified DISC Facilitator
Trusted by
Itau
Deloitte
Direct Wines
Good Apple
The real issue -
You don't have a performance problem.
You have a self-leadership gap.
You hired capable people with proven track records. And still the friction, the disengagement, the communication that breaks down exactly when you need it most. This is not a skills gap. That is why most solutions don't stick.
Communication breaks down under pressure, exactly when clarity matters most
Strong individuals create friction instead of alignment across departments
High performers disengage quietly and rarely tell you why until it's too late
Leaders carry more than they should because they don't trust what's beneath them
Why it doesn't stick
Your HR team is not the problem. The system is.
Most companies have already invested in something. Training programs. Workshops. External speakers. They create short-term awareness. Behaviour doesn't change long term.
Real change requires honesty. And people are not fully honest in group settings, inside company hierarchy, or with someone connected to their evaluation.
I am not inside your system. That separation is what allows the work to go deeper and actually last.
When multiple people inside the same organization do this work at the same time, language becomes shared, standards align, and accountability becomes normal. That is when individual growth starts shifting how the organization actually operates.
What changes
01 - Leaders who create alignment instead of friction across their teams
02 - Employees who communicate directly instead of avoiding difficult conversations
03 - High performers who re-engage and take full ownership of their role
04 - Teams that trust each other enough to move faster and take real risks
05 - Shared language and standards that make accountability feel natural
06 - A leadership culture that strong people choose to stay and grow inside
How it works
You secure sessions. You decide where they go.
You are not buying a fixed program. You are securing private coaching sessions per month and allocating them across your team as your priorities shift with full flexibility and no internal hierarchy in the room.
01
DISC Assessment
Every employee begins with a private DISC behavioral session a personal conversation about how they are wired, how they communicate under pressure, and where their blind spots are costing them.
02
Private Coaching
All sessions are 30 to 45 minutes by phone. Private. Confidential. No group settings. No hierarchy in the room. The honesty that only happens when people feel truly safe.
03
Impact Review
At the halfway point, a Leadership Impact Review is shared with you and HR showing what is shifting, where momentum is building, and how the investment is landing across your organization.
DISC Assessment
The one tool every employee in your organization needs.
Tony Robbins uses DISC in his own hiring practices. Google, Apple, and thousands of the world's most successful organizations use behavioral assessments as a foundational part of how they build their teams. There is a reason for that.
Most people have never been shown a clear picture of how they are actually wired how they make decisions under pressure, why certain relationships create friction no matter what they try, where their blind spots are quietly costing them and everyone around them.
Every DISC session I deliver is private and one on one. A real personal conversation about exactly how that individual shows up and what becomes possible when they finally understand themselves at that level. Each employee receives their own personal behavioral report. The same report used inside the Tony Robbins organization.
Confidence
Under pressure, in difficult conversations, and in leadership moments that define how others see them
Clarity
In communication, knowing how to say hard things in ways that land and move people forward
Better decisions
In real time, with full awareness of their own patterns and what drives their responses
Stronger relationships
Across teams, with direct reports, and with leaders above them
Full ownership
Of their role, their impact, and how they are showing up for the people around them
Lasting self-awareness
That does not require a refresher workshop every six months to stay active
What others say
Results from real people inside real organizations.
The most significant transformation I received was re-setting my balance between personal and professional life. Since starting our coaching relationship I achieved 50% of my goals for 2024 within just 3 months.
Hannah R.
Senior Manager · Deloitte Dubai
Coaching helped me gain clarity on my leadership style and values. I developed a deeper understanding of how my mindset and presence influence those around me, which helped me lead more authentically.
Jessica O.
Senior Director of Propositions and Innovation · Direct Wines
Rosa calls me out on my own patterns and that is exactly what I need. She is amazing and I am so fortunate to have her in my corner.
Melissa L.
Luxury Real Estate Broker · Madison WI
I am able to take the tools Rosa taught me and apply them not only in my career when leading my team but also in my personal life. I feel more confident after each call.
Valerie B.
Good Apple · New York
$150K+
Cost to replace one senior leader
Before counting lost productivity, team disruption, and leadership time redirected to recovery.
Source: Gallup · SHRM · Harvard Business Review · ICF Global Coaching Study 2025
The real cost
Strong people don't stay where they're stagnant.
They stay where they grow, are challenged, and trust the leadership around them. The question is not how to keep people from leaving. It is whether you are building an environment strong people choose to stay in.
Every month that friction goes unaddressed, high performers are quietly making decisions. The cost of inaction is not invisible. It is deferred.
Ways to work together
Built around your organization. Not a fixed program.
Every engagement is structured around your team's size, priorities, and where you need the most momentum. Sessions are allocated monthly by you across leaders, managers, or individual contributors, as your needs shift.
Entry point
Discovery
6 sessions per month · 3 month commitment
The lowest-risk way to experience the depth of this work
Every employee begins with a private DISC session
Allocate sessions wherever your organization needs them most
Continue into any ongoing engagement at month 3 with no gap
Individual
Individual Leadership
24 private sessions · 6 to 12 months
Private DISC assessment and full behavioral report
One-on-one sessions, 45 minutes each, by phone
Direct text access between sessions for real-time support
Mid-Point Leadership Impact Review at session 12
Organizational
Team Retainer Programs
10 · 15 · or 25 sessions per month · 6 month minimum
Flexible monthly allocation across your entire team
DISC assessment included per employee
Direct text access between sessions
Mid-Point Leadership Impact Review shared with you and HR
Wider reach across departments and leadership levels as you scale
"When multiple people inside the same organization do this work at the same time, language becomes shared, standards align, and accountability becomes normal."
Rosa Osterling
Leadership Performance Coach
As seen in
Goss Magazine
Refinery29
About Rosa
25 Years. 7,500+ Coaching Hours. One Focus.
Former Results Coach for Robbins Research International, the Tony Robbins organization. 17 years alongside Robert Kiyosaki's Rich Dad organization. ICF Member. Certified DISC Facilitator. Alyssa Nobriga Institute Certified Coach. Bilingual in English and Spanish.
I have worked with leadership teams at Deloitte, Itau, Direct Wines and Good Apple across financial services, consulting, marketing and high-growth companies on four continents.
I built this career while raising two boys on my own. I know what it means to lead under real pressure with real stakes. Not as a concept. As a lived reality.
I will not let your people settle for less than they are capable of. That is not a policy. That is who I am.
25+
Years coaching
7,500+
Coaching hours
4
Continents
Let's connect
No pitch. No pressure.
Just clarity.
A direct conversation about where your team is, what is getting in the way, and whether this work makes sense for your organization right now.
Rosa responds within 24 hours.