A newly promoted leader who is not yet landing. A bench with no one ready for the next seat. A unit whose numbers will not move no matter who runs it. These are leadership problems, and they are solvable.
Wise Leadership Consulting brings 25+ years of executive experience inside complex, high-accountability institutions, and a bench of credentialed coaches who have each run a large operating unit, to corporations, foundations, and public agencies that need their leaders to perform. Engagements run virtually nationwide and in person in Chicago.
Led by Dr. Peggie Burnett-Wise
Every engagement is designed and led by our founder. Dr. Burnett-Wise holds an EdD from the University of Illinois Chicago and a Certificate in Leading Change from Harvard University, and is a Certified Coach through Coach Training Alliance, an ICF-approved program, a member of the International Coaching Federation, and a candidate for the ICF Associate Certified Coach (ACC) credential. Over 25 years she has turned around underperforming units, founded two organizations from the ground up, prepared leaders at the university level, and coached executives whose results are measured in public.
What We Do
Executive coaching for senior leaders
One-on-one coaching against an individualized development plan, measured with validated instruments rather than self-report. We integrate adaptive leadership, adult development theory, and psychological safety research, the same evidence base used by leading corporate talent functions. In practice, that means we coach the leader’s judgment and relationships, not just their to-do list.
Every coach on our bench has served as the chief executive of a complex operating unit and practices to International Coaching Federation standards. Our bench includes an ICF Associate Certified Coach (ACC) and a Georgetown University Certified Coach who is a candidate for the ICF Professional Certified Coach (PCC) credential.
Coaching conversations are confidential under ICF ethics. Sponsors receive progress against the agreed development plan, never session content.
You can see the quality of the coaching you are buying
Most coaching is a black box. Ours is not. With the client’s consent, sessions are recorded, transcribed, and coded against eleven named coaching moves, and our coaches calibrate against that record every two weeks. For a buyer, that means quality you can audit, consistency across every coach on the engagement, and a method your internal coaches can be trained in when the engagement ends. We call this practice Anchored Coaching. Read how it began.
Leadership development at portfolio scale
Cohort-based development programs for organizations that need a succession-ready bench, not a training event. Individualized development plans tracked across the portfolio, peer learning structures, and disciplined measurement of leadership growth against operating indicators.
Turnaround and change management
A four-phase methodology for underperforming units: diagnose the systems driving the metrics, align the leadership team on root causes, redesign the operating system, and install internal coaching capability so improvement survives leadership transitions.
How an Engagement Runs
Six or twelve months. Two coaching sessions a month, each 60 to 90 minutes. A 360 or validated leadership assessment at the start and at the close, so growth is measured against a baseline and tied to the operating indicators you already track. A written development plan the leader owns and the sponsor sees. A midpoint review with the sponsor. Three-way alignment (leader, sponsor, coach) at the start so everyone agrees what “better” looks like before anyone pays for it.
The Results Behind the Practice
Our evidence comes from one of the hardest leadership environments in the country: Chicago Public Schools, a public system serving more than 300,000 students, with public accountability, thin margins, and leaders who cannot choose their customers. Leadership that moves numbers there moves them anywhere.
In our flagship two-year leadership development engagement across 25 schools, leaders we coached outpaced comparison leaders on a validated effectiveness measure: 5 points of growth against 0.9 in year one, and 2 points against 0.6 the following year. Operating indicators moved with them. One school cut out-of-school suspensions in half and lowered chronic absenteeism by 11 percent; others reduced chronic absenteeism by roughly 8 points or more. Delivery is documented too: 81.5 percent average session attendance and 100 percent coaching satisfaction in both mid-year and spring surveys. The funder renewed the partnership for a second multi-year cohort. Renewal is the outcome we are measured on.
“Peggie’s wisdom, influence, and positive energy help improve the culture, climate, and quality of instruction within any institution she supports. She builds and maintains positive, empathic relationships, while pushing individuals to perform at higher levels.”
Wayne Williams, Executive Director of Operations, Chicago Public Schools ODLSS
Who We Work With
Chief people officers and heads of talent. Operating executives and their senior teams. Executive directors and foundation leaders. Agency heads. Founders scaling past what they can personally manage.
Start the Conversation
Bring the leader or the problem; we will tell you in 30 minutes whether coaching is the right tool.