How Much Does It Cost for Dr. Anna Kallschmidt to Coach Leaders in Your Organization?
July 1, 2026
If you're the leader who found this page, and not the person who actually approves the budget — read it anyway. This is the version you forward.*
The Quick Answer
1:1 coaching (one leader): $4,500–$6,000 per person 12 weeks of personalized coaching on their specific challenges
Cohort coaching (5–7 leaders together): $2,800–$3,500 per person Same depth, shared cost, plus peer accountability
Optional: Unwritten Rules Org Audit: $4,000–$6,000 Pre/post assessment and a report tracking engagement, promotion success, retention, and manager feedback
If all you want is your leader to get better, you don't need the audit — the coaching does that on its own. The audit exists for when you need to prove the ROI to your board, your CFO, or honestly, just to yourself.
Why this costs more than my individual (B2C) coaching: My self-pay coaching program runs $597 a module, and organizational coaching runs higher because it's genuinely a bigger job — I'm learning your specific culture and politics instead of working from generic workplace dynamics, coordinating with the leader's manager or HR sponsor when that's useful, and calibrating everything to the actual business problem you're trying to solve, whether that's a promotion at risk or a retention concern you can see coming. Whether someone's paying personally or their organization is paying is a recognized pricing factor across the coaching industry, so this isn't me making something up to justify a number. And this rate puts me in the accessible-to-mid range of the executive coaching market, which runs $3,500 to $50,000 and up depending on the coach — that range includes people with twenty years at Harvard Business School and a household name attached, so where I sit reflects a research-backed specialist who hasn't spent decades building that kind of brand yet, not a discount.
What Actually Happens
A leader from your organization comes to me stuck, and it usually looks like one of a few things: they just got promoted and can't figure out why people aren't responding the way they expected, or they're excellent at the actual work but keep getting told they're "not a culture fit," or the communication style that made them successful in one part of the organization has started working against them somewhere else and nobody's bothered to explain why.
They feel broken, and they're not — what's actually missing is a translation guide, someone who can say plainly that the rules changed and they didn't do anything wrong, and then help them figure out which parts of themselves to keep, which parts to adjust, and how to do that without disappearing into the process along the way.
That's the job coaching does here. It's the actual unwritten rules operating in their specific situation, named out loud in language they can use, with a real plan for what to do about them once they can see the pattern.
Here's the thing underneath all of it, because I think it matters that you know this isn't just a service I sell: I care about getting more competent, empathetic people into positions of power, because leaders who actually understand this stuff make the people under them better off, and that adds up over time to organizations, and eventually a working world, that's better for everyone in it. Everything below — the pricing, the structure, the logistics — is downstream of that.
Two Ways This Works
1:1 Coaching: $4,500–$6,000 per person
One leader, twelve weeks, bi-weekly sessions built entirely around their situation — their boss, their team, the specific promotion or retention risk on the table. Between sessions they're doing the module work and thinking through whatever's actually come up that week, so by the time they walk into the next hard conversation, they've already practiced it.
What this gives you: A leader who stops internalizing organizational dynamics as personal failure. Instead, they build the specific skills that actually move things in your culture — reading what a decision-maker really cares about versus what they say they care about, sequencing a conversation so buy-in exists before an idea ever lands in a group setting, knowing where to spend political capital and where to deliberately step back, and demonstrating competence in a way that makes the people above them feel stronger, not threatened. Those are learnable skills. They're also the exact skills that separate leaders who stall from leaders who advance. They get support in the messy middle, when theory meets an actual meeting on a Tuesday, and they end up positioned for the next level instead of quietly plateauing where they are.
This works on the person, not the system around them. If the culture itself is the real problem and not just how this one leader navigates it, this helps them succeed inside it — it's coaching, not organizational redesign.
Best for: A high-potential leader who was just promoted and is struggling. Someone you're genuinely at risk of losing. A leader who's technically brilliant but keeps getting labeled difficult, too direct, or not a culture fit.
Cohort Coaching: $2,800–$3,500 per person
Five to seven leaders working together, with a slight per-person discount built in — and here's exactly why that discount is real and not just a sales tactic. Some of the work that's fully custom in 1:1 coaching — understanding your organization's specific culture, building the diagnostic around what leadership is actually trying to solve — happens once for the whole cohort instead of getting rebuilt from scratch for each person. Some of the framework-building happens in shared sessions, where the group works through the same material together rather than me repeating identical groundwork one-on-one seven separate times. None of that touches the parts that stay individual — each person still gets real 1:1 time on their own specific situation — but the shared pieces are genuinely less work per person than running seven completely separate engagements, and that efficiency is what gets passed on in the price. It's not that the work is worth less. It's that less of it needs to be rebuilt from zero each time.
What this gives you: Everything the 1:1 coaching gives you, plus something a single leader working alone doesn't get — they realize they're not the only one struggling with this, which on its own takes the edge off the shame that keeps people quiet, and they start recognizing the same patterns in each other, which builds real peer support instead of everyone privately coping alone. If your organization is also planning a workshop down the line, this cohort walks in already primed and speaking the same language.
Why run this through the organization instead of just pointing people at my individual coaching program: because the two aren't actually the same product. When you bring me in for a cohort, I start by talking with leadership about what's actually going on — what the goals are, what pattern you're seeing across these people, what "success" would look like from where you sit — and I build the coaching around that, not around whatever each person happens to self-report. That's org-specific calibration you don't get when five people separately buy modules on their own. On top of that, a cohort that goes through this together builds real team cohesion, because they're learning the same language at the same time and can actually talk to each other about it afterward, instead of five people quietly working through the same material in isolation and never realizing anyone else on their team is doing it too. None of that requires me to break confidentiality — what leadership gets is the goals conversation up front and, if you add the Org Audit, aggregate patterns afterward. What happens inside any individual's actual coaching sessions stays between me and them, the same as it would in B2C.
Best for: A group of leaders navigating similar transitions at the same time — a promotion cohort, a group of technical experts moved into management together, a leadership pipeline program.
What Coaching Actually Sounds Like
I've coached leaders sent by corporate clients, and I coach individuals directly. Here's what changed for people.
Kim Battles, Director of Client Deliverables at The Daniel Group, put it this way: "Her ability to understand my perspective, both professionally and emotionally, set her apart from the start... It felt like talking to an old friend who was willing to celebrate the wins but also point out when I wasn't showing up as my best self."
That combination — someone who actually understands you and will still tell you the truth — is the whole job. It's the reason people describe coaching like this in the first place.
The same pattern shows up across the broader coaching work: leaders navigating career transitions describe finally getting language for dynamics they could feel but couldn't name, why a comment that reads as neutral to one person lands as an attack on their competence to someone else, why the value system that made them successful early on starts working against them at the next level up. Once they have the language for it, they stop taking it personally and start navigating it strategically instead.
For a longer look at what this actually looks like session to session, read the full story of how this worked with one leader — stakeholder management, political capital, and the specific tools that turned a talented person's biggest source of friction into her biggest asset.
Optional: 360 Leadership Assessment ($750–$900 per person)
Before coaching starts, it helps to know exactly what to work on, and the most reliable way to get that is seeing how a leader's manager, peers, and direct reports actually experience them, not just going off how they describe their own situation.
That's what the 360 does. I'm certified in the Pixel Perspectives+ 360 Insights Tool, which gathers structured feedback from the people around a leader, and then I interpret the results myself and build the coaching plan directly around what it reveals. Sometimes that confirms what the leader already suspected about themselves. Sometimes it surfaces something nobody had ever actually named for them — a communication pattern, a trust gap, a strength nobody had reflected back.
Coaching works fine without this step, so think of it as optional depth: worth adding when a leader's prepping for a bigger role, or when you want the coaching aimed at the actual gap instead of the one everyone's been assuming, and worth having as a baseline if you want something concrete to compare against later to see whether things really shifted.
The Optional Add-On: Unwritten Rules Org Audit ($4,000–$6,000)
Coaching changes individuals. The audit is for when you want to measure that change at the organizational level instead of just trusting that it's working.
It's a pre/post assessment using the Unwritten Rules Scale, plus a report built around whatever your organization is actually willing to track and disclose — the ball is entirely in your court on this. Some organizations want to see employee engagement scores. Some care most about job satisfaction. Some want it tied to performance data, or promotion timelines, or retention at six and twelve months, or manager-level feedback on what they're noticing in the leader day to day. I build the report around whichever of those you're already collecting and comfortable sharing, rather than asking you to hand over more than you're willing to. All of it stays confidential — what I'm reporting back is patterns and outcomes, never the content of anyone's individual coaching sessions.
Some organizations just want their leader to get better and that's the whole goal, which is exactly why this stays optional instead of built into the base price. But if you're trying to justify this investment to leadership above you, or you want to build a case for expanding coaching to more of your team down the line, this is how you get the actual numbers to make that case.
Why This Is Different From Generic Leadership Coaching
Most executive coaching assumes everyone starts from the same cultural foundation and just needs skill-building — better communication, better delegation, a bit more "executive presence." That works fine for someone who already intuitively gets the unwritten rules of your organization and just needs polish on top of what they already know.
What I do is built for the person that approach was never built for — someone from a working-class background who reads directness as respect, walking straight into a culture that reads the same directness as aggression. Someone whose hard work has always spoken for itself, now being told to "advocate for themselves" with zero explanation of what that's actually supposed to look like in a room. Someone who over-functions because the one time they asked for help, it got read as incompetence, and they've been compensating ever since.
I study this specifically — ten years of research on how class, race, gender, and neurodivergence shape who understands the unwritten rules of professional culture and who's left guessing, and that research is backed by real coaching experience. I applied to and was accepted as a paid coach through BetterUp's coaching program in 2019, where I trained in and administered their Whole Person Model and coaching assessments, and I'm certified in both the Pixel Perspectives+ 360 and Pixel Team10+ assessments. What I do when I coach someone is hand them the specific, nameable rules nobody ever told them, so they get to decide on purpose — instead of by accident — which ones to follow and which ones to push back on.
That's the difference between a leader who quietly burns out figuring it out alone, and one who stays, advances, and finally stops feeling like they're failing at something everyone else apparently finds obvious.
How to Book
Tell me what's actually going on: is this for one leader or a group, what's the situation — a recent promotion that's struggling, a retention risk, a cohort moving through a leadership pipeline together — and whether you want the Org Audit or just the coaching itself.
From there I'll give you a clear quote, no surprises and no scope creep once we've started.
Email me at info@drkallschmidt.com or book a free 20-minute conversation to talk through what you're actually dealing with.