Only one in 5 people leaders report being engaged, which deeply impacts staff engagement and performance
The global cost of low engagement in the last year was 10 Trilliion dollars in lost productivity
When a disengaged employee leaves, it may cost up to 200% of their annual salary to replace them
Why do your best people keep leaving?
Why does every decision still end up on your desk?
Who do you become when the pressure is on?
What version of you does your team get on your worst day?
Are you leading all in or just holding it together?
When leaders receive training and support, their thriving can rise from 28% up to 50%
Top quartile engaged teams have 23% higher profitability and 78% less absenteeism.
Leadership training leads to a 25% increase in organizational outcomes
Executive coaching changes the individual, and then they walk back into the same system. Org consulting redraws the chart, and the same people rebuild the same problems inside it.
Executive coaching changes the individual, and then they walk back into the same system. Org consulting redraws the chart, and the same people rebuild the same problems inside it.
All In works on both at once. We look at who your leaders are, how the organization is built around them, and where the two are colliding.
Learning the patterns each executive brings to the table: how they decide, react, delegate, and avoid.
Rebuilding roles, decisions, reporting lines, and ways of working to support how you actually need to lead.
Understanding how those patterns combine at the top and show up in trust, accountability, and speed throughout the whole organization.
Before we coach anyone, we map how your leadership shows up in your team, your structure, and your retention.
Then we get to work.
We work with C-suite and senior leadership teams at small and mid-sized organizations who can see there are problems, recognize their own role, and are willing to dive in and do the work. They want to make real change, and get real results.
This is for you if:
Good people keep leaving, and exit interviews don't explain why.
Your executive meetings produce agreement but not action.
The business has outgrown how the leadership team operates.
You're tired of paying for training that wears off by the next quarter.
Leadership isn't a soft cost.
Disengaged leadership shows up on the balance sheet whether you track it or not. Gallup estimates that every employee who isn’t engaged costs their company the equivalent of 18% of their salary in lost productivity, and with only about one in five managers engaged today, that loss spreads to every team they lead.
When a leader walks out the door, replacing them costs roughly twice their annual salary, before you count the lost knowledge, the stalled initiatives, and the decisions that sit waiting while the seat is empty. The upside is just as concrete. Gallup’s research finds that the most engaged teams are 23% more profitable, with 78% less absenteeism and significantly lower turnover. We don’t sell you inflated return-on-coaching promises. We show you what disengagement is already costing you, and we build the leaders who stop paying it.
Co-Founder
Dawn Taylor works with leaders who look fine but aren’t. She has been an entrepreneur and business owner for over 20 years, building and running companies from restaurants to safety firms before turning her focus to trauma work. She knows firsthand what it takes to carry payroll, lead people, and make hard calls under pressure.
As a trauma specialist and business consultant, Dawn rebuilt her own life after severe trauma and a brain aneurysm. That experience gave her a rare understanding of how unresolved patterns drive the decisions people make, including in the boardroom. Her coaching is direct, strategy-based, and built to get to the root. She skips the surface-level goal setting and goes after the patterns that quietly cost leaders their teams, their clarity, and their results.
Dawn is the author of P.S. I Made It and host of the Taylor Way Talks podcast. She has been a regular contributor to Mantra Wellness magazine and Thrive Global, and is a speaker who has appeared on CTV.
At All In, Dawn leads The Leaders pillar. She does the deep individual work that makes lasting organizational change possible.
Is this in person or virtual?
About 3–4 hours a month per leader: a short diagnostic, one half-day group workshop a month, and six one-on-one coaching sessions over six months. That’s less time than most executive teams already lose to stalled decisions, recurring conflict, and backfilling people who quit.
That’s common, and it usually points to the same dynamics this program is built to address. We don’t need unanimous enthusiasm, only a commitment from each leader to show up. Once people show up, it is hard to stop real change.
We build the delivery format around your team’s schedule and locations. Workshops are strongest in person, and individual coaching works well in either format. We work with you to figure out what fits your team best.
We measure where your leaders and team stand at the start and re-measure at month six, so you see the change against your own starting point. Before we begin, we also agree on the two or three business metrics you care about most, such as turnover or time-to-decision.
No. We work on how a leader’s patterns show up in decisions, conflict, and the people who stay or leave, and the outcomes we target are organizational, not clinical. Our trauma-informed background is why we can get to the root of those patterns quickly and safely.
How much time does it take from our leaders?
Coaching usually changes the leader, and retreats usually energize the team for a week, but neither addresses the structure everyone goes back to on Monday. We work on the leaders, the team, and the structure at the same time, so the change holds. Let’s talk about what that would look like for your team.
What if this stirs up conflict on our team?
The conflict is already there, hiding (often not that quietly) in the work instead of in the open. We surface it deliberately and with structure, so it gets resolved rather than avoided. Unseen doesn't mean it doesn't exist.
How involved is the rest of our staff?
Your staff complete the All In Team Diagnostic at the start and end of the program, which takes a fraction of the time the leaders spend. Their input shows how leadership is actually experienced, which is often the most revealing data we collect.
