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The SLC Approach

Coaching-Centered, Always


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I’m Stacy Campesi

I’m a coach, facilitator, and the founder of SLC Coaching.

At SLC, we work with ambitious, values-driven leaders who want to grow their impact without losing themselves in the process. They are ready to lead with more clarity, more alignment, and more influence, starting from the inside out.

Coaching isn’t a buzzword or a bonus skill. It’s the foundation. We build coaching programs from the ground up, train and certify coaches, and help leaders bring coaching into their everyday leadership.

Whether we’re working one-on-one or with a leadership team, ourgoal is the same: to help you lead in a way that is sustainable, strategic, and true to who you are. That means building real trust, asking better questions, and creating a culture of shared ownership instead of control.

Credentials

ICF PCC

EQ-i 2.0

Energy Leadership

Prosci

Prosci

Everything DISC

DiSC

Leadership Circle

We believe leadership is personal

Leadership is more than vision and execution. It shows up in how we listen, how we hold space for complexity, how we navigate conflict, and how we stay grounded while building something that matters.

The most influential leaders I know aren’t driven by control. They’re fueled by connection. They lead with alignment, communicate with clarity, and create the kind of momentum that transforms teams, organizations, and culture.

When leadership is personal, we unlock more than results.
We create movements. We build legacy. And we grow in ways that ripple far beyond ourselves.

Our work is grounded in honesty, presence, and possibility.

Clients come to SLC because they’re tired of surface-level conversations. They’re looking for someone who sees the whole picture and asks the questions no one else is asking.

We do more than just polish your performance or layer on more positivity. Our workshops and coaching programs help you get real about what’s working, what’s not, and what it’s costing you to keep pushing through. We help you get clear, stay grounded, and lead from a place that actually feels like you.

Let's chat

The SLC Approach

Coaching-Centered, Always


Coaching isn’t something we do, it’s how we operate. We integrate coaching as a communication style, a leadership tool, and a mindset shift that helps leaders influence more effectively and lead with intention.

Insight into Action

Our work is grounded in emotional intelligence, behavior change, and organizational psychology. What we offer isn’t theoretical. It’s designed to meet leaders where they are and grow with them as they stretch into what’s next.

Strategic and Mission-Driven

We understand how to navigate complexity—tight budgets, cross-functional teams, shifting priorities—without losing sight of long-term vision and values.

Sustainable by Design

Leadership isn’t about pushing harder. We help clients build habits that restore energy, reduce reactivity, and create alignment between who they are and how they lead.

Our Approach

Before we dive in, we slow down and ask the right questions to understand your goals, challenges, and what success actually looks like. No assumptions. Just thoughtful discovery rooted in what matters most to you.

From coaching to team development, everything we do is designed with you, not just for you. Whether it’s a retreat, a keynote, or ongoing coaching, it’s always human-centered, engaging, and real.

We define success upfront and check in on what’s shifting—behaviorally, culturally, and relationally. Because we’re not here for one-and-done. We’re here to build something that lasts.

Insight is great but application is better. You’ll leave with practical tools, new language, and simple ways to bring what you learned into your day-to-day leadership.

Feature Articles

UVA’s ICF Accreditation for OLCC

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UVA's ICF Accreditation for OLCC

If you’ve spent time with me, you know I care deeply about coaching—not just as a profession, but as a way of showing up in the world. Coaching, at its core, is about presence, trust, curiosity, and belief in what’s possible for people. And when leaders learn to embody those skills, the way their teams communicate, collaborate, and grow changes in really meaningful ways.

That belief is what inspired the creation of the Organizational Leadership Coaching Credentials (OLCC) program. I had the joy of building this program alongside my colleague and dear friend, Jen Sanders, with the shared hope of designing an experience that didn’t just teach coaching concepts, but wove them into the very fabric of how leaders lead.

Which is why I am so proud to share that our friends at University of Virginia have officially earned ICF accreditation for their partnership with OLCC. This milestone reflects the depth, rigor, and intentionality built into the program from day one. It also honors the hundreds of meaningful coaching conversations, moments of clarity, courageous reflection, and growth that happen throughout each cohort.

What makes OLCC unique is that it was crafted not only for professional coaches, but for leaders, HR and talent practitioners, and community- and culture-builders—anyone who recognizes that coaching skills are increasingly essential for leading with trust and impact.

The program is grounded in experiential learning. Participants don’t just learn about coaching—they practice it, reflect on it, receive feedback, and integrate it into their leadership. One of the most powerful shifts I continue to witness is when leaders realize coaching is not about having the right answers—it’s about creating the space for others to discover and build their own.

Our ongoing partnership with UVA makes this work even more meaningful. Their commitment to developing thoughtful, human-centered leaders aligns deeply with what we care about at OKA and SLC Coaching. Together, we are helping leaders show up with more clarity, compassion, and intention.

As we look ahead to future cohorts, I feel both proud and grateful—for this program, for this partnership, and for the leaders who choose to do this work with us.

Here’s to what’s ahead.

Less Managing, More Meaning – Webinar with SLC Coaching

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Less Managing, More Meaning: Coaching for Mission-Focused Leaders

Less Managing, More Meaning: Coaching for Mission-Focused Leaders

In mission-driven organizations, people are everything. But when leaders are stretched thin and change is constant, it’s easy to slip into control and compliance—especially when the stakes feel high.

This webinar, led by Stacy Campesi of SLC Coaching, is designed specifically for leaders in the non-profit and purpose-driven space who want to lead differently. We’ll explore how shifting from a directive style to a coaching mindset can help you build stronger relationships, encourage ownership, and create a culture where people feel trusted—and show up with their best.

You don’t need to be a certified coach to lead like one. You just need to be willing to ask better questions, listen deeply, and let go of needing to have all the answers.

In this session, you’ll learn how to:

  • Understand the difference between managing and coaching (and when each matters)

  • Build trust and autonomy within your team—even when time and resources are tight

  • Use coaching conversations to increase buy-in and engagement

  • Practice small shifts that lead to big changes in how your team connects and collaborates

Who This Is For:

Non-profit and mission-driven leaders, HR professionals, and team leads who want to lead with more purpose, trust, and impact.

When: 

December 12, 2025

12-1pm ET

 

Register Here

Fall Reset: Leading with a Coaching Mindset

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Fall Reset: Leading with A Coaching Mindset

Fall has a way of resetting our routines. After summer’s looser pace, the calendar fills again. Deadlines stack up. Team priorities shift into high gear.

For many leaders this is the time of year when it’s easy to slip back into old habits: solving every problem, filling every gap, and carrying the team’s energy on your shoulders.

But here’s the paradox: the more we rush to fix and do, the less space we leave for others to think, grow, and lead.

 

A coaching mindset flips that script.

 

When leaders act as coaches, they move from being the hero to being the catalyst. Instead of offering quick answers, they ask better questions. Instead of managing performance, they develop potential. Instead of leading with urgency, they lead with curiosity and create conditions where people take ownership and grow.

 

Through my coaching work with leaders, I hear the same patterns again and again:

  • “I don’t have time for coaching conversations.” (Yet coaching saves time in the long run by building capable, confident team members.)

  • “My team expects me to have all the answers.” (They’ll grow faster when they start finding their own.)

  • “I don’t want them to fail.” (But small, supported failures are how people learn to lead.)

  • “It feels faster to just do it myself.” (Until doing it all becomes unsustainable.)

 

The truth is: people don’t grow from being managed. They grow from being coached — through intentional questions, feedback, and the space to think things through for themselves.

 

This fall, as you reset your leadership rhythm, try defining a few simple habits to help you lead with more curiosity and less control:

  • Begin your one-on-ones with open-ended questions like, “What’s most important for us to explore today?” or “Where do you feel most energized right now?”

  • When someone brings you a problem, ask, “What have you already tried?” before offering advice.

  • Protect a few minutes each week to reflect on how you’re developing others, not just what you’re delivering.

  • Notice your default reactions — do you jump to solve, or pause to listen?

 

Great leadership isn’t about having all the answers. It’s about helping others find theirs.

 

 

As you move into this season of renewed focus and structure, ask yourself:


How can you show up more as a coach — creating the kind of space where others can grow into their best selves?

 

 

Leadership

15 Key Steps Leaders Can Take To Ensure The Success Of Team-Building Activities

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By Expert Panel®

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Team-building activities are valuable tools for fostering collaboration, communication and trust among team members. However, not all team-building activities are created equal. To be successful, any team-building exercise must have certain key components in place.

Below, members of Forbes Coaches Council share some of the most critical steps leaders need to take when designing and implementing team-building activities. Read on to learn why it is so crucial for leaders to follow these steps to ensure the success of any activity meant to bring teammates closer together and improve their working relationships and team dynamic.

Leadership

How To Foster A More Open Mindset Among Team Members

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By Expert Panel®

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The ability to cultivate an open mindset among the members of a team is one hallmark of effective leadership. However, helping individuals move from a fixed mindset that resists change and fears failure to an open mindset of curiosity and adaptability can be a challenging endeavor.

Here, 17 Forbes Coaches Council members share approaches leaders can leverage to encourage their team members to embrace an open mindset. Follow their recommendations to help your team break free from the constraints of a fixed mindset and embark on a journey of continuous learning and growth.

Leadership

15 Ways Leaders Can Show Teams They Have Lives Outside Of Work

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Some leaders who are known as workaholics and multitaskers are not viewed as having personal lives outside of work. While it might seem as if they’re setting a good example of dedication, to maintain a healthy workplace culture that isn’t driven by an unspoken expectation of working overtime, it’s important for leaders to let their team members see that they have personal lives outside of work.

It can be challenging for senior leaders to share their private lives with employees—they may wish to maintain a strong boundary between work and home, or they might worry about coming across as out of touch or unrelatable. Here, 15 members of Forbes Coaches Council discuss various ways for a leader to organically show their team members that they truly do have a life outside of work and why it’s important to do so.

Leadership

16 Ways Senior Leaders Can Build Essential Trust With Each Other

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By Expert Panel®

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While senior business leaders are required to work closely with their own teams, they also need to be ready to work with other leaders within the organization. Whether it’s communicating with upper management or collaborating with a leader from another department to complete a project, teamwork is a major part of any leader’s role. 

Before leaders can work closely with other senior leaders from different verticals or departments, they must build mutual trust between them. Below, 16 members of Forbes Coaches Council share the best ways for leaders to come together with their peers and spread a productive, positive influence across the organization.

Have More Questions?

We work with leaders and their teams across sectors: nonprofits, government, education, and purpose-driven businesses that prioritize people alongside performance. Most are navigating complex change, leading through uncertainty, or stepping into new levels of responsibility. They’re smart, self-aware, and ready to grow.

Coaching is a forward-focused partnership designed to help you lead with more intention and impact. Unlike consulting, we won’t hand you a blueprint, rather we’ll uncover the strategies and mindsets that actually work for you. And unlike therapy, coaching isn’t about healing the past; it’s about navigating real-time challenges and growing into the leader you want to be.

Many of our clients work with consultants or therapists alongside coaching. Each plays a different role and coaching complements those supports by offering space to reflect, experiment, and build your leadership from the inside out.

The leaders we work with gain greater confidence, make clearer decisions, and communicate more effectively. Coaching helps them shift perspective and approach their roles with fresh insight.

One client realized she was unintentionally reinforcing an “us vs. them” mindset within her team. She now leads with more ownership and accountability. Another gave themselves permission to want more and took bold steps to align their role with what truly motivates them.

The results are practical, personal, and lasting.

At the start of our engagement, we co-create goals based on what you want to shift, strengthen, or solve. Each session is designed to support those big-picture goals, while also leaving space to pivot to whatever’s most pressing in the moment.

We follow a consistent flow:

  • We check in on what stood out or shifted since the last session: what you learned, what worked, or where you got stuck

  • We clarify what you want to focus on today and how it connects to your larger goals

  • We dive into the inner work: mindset, patterns, beliefs, dynamics

  • Then we translate that into outer work: clear actions or experiments to try between now and next time

 

You’ll leave each session with greater self-awareness, forward momentum, and leadership strategies that actually fit your world.

Yes, we support both.

Team coaching is for intact teams who want to work better together. We help them build trust, navigate conflict, clarify goals, and strengthen how they communicate and collaborate day-to-day.

Group coaching brings together leaders from different organizations or departments within the same organization. It’s a powerful space to step back from the day-to-day, share real experiences,connect with others who “get it,” and gain new perspectives and tools in a supportive, facilitated setting.

Both create space for reflection, accountability, and real-time growth—just with different entry points.

We partner with leaders and teams across a wide range of mission-driven sectors including nonprofits, government, education, financial services, and purpose-driven companies.

While the industries vary, our clients share a common thread: they care deeply about how they lead, not just what they achieve. They’re looking for real growth, not quick fixes, and they’re ready to do the inner and outer work it takes to get there.

Absolutely. Every organization is different so we co-create sessions that speak to your real challenges, not off the shelf-content.

We offer interactive, practical workshops on topics like emotional intelligence, coaching skills, giving and receiving feedback, time management, and leading through change. Whether you’re looking for a one-time training or part of a broader development initiative, we’ll design something that’s engaging, actionable, and aligned with your culture.

A lot of leadership programs are packed with jargon and models no one remembers once the session ends. That’s not our style.

We combine mindset and skill-building in a way that’s practical, relatable, and actually relevant to the day-to-day messiness of leadership. Tools like Energy Leadership™, DiSC®, and emotional intelligence are part of the mix, but they’re always used to create insight, not overwhelm. Whether we’re coaching one-on-one or leading a team session, the goal is simple: help leaders show up in ways that feel real, effective, and sustainable.

Let’s start with a virtual coffee. (insert link) 

It’s a low-key conversation to get to know each other, talk about what you’re looking for, and see if it makes sense to work together. No pressure and no pitches. Just real talk to figure out what kind of support would serve you best.

Both! We work with individuals who are investing in their own growth, as well as organizations looking to support their leaders and teams.

Many coaching clients choose to hire us directly—especially when they’re navigating a career shift, feeling stuck, or want a space that’s just for them. If you’re not sure which path makes the most sense, let’s talk it through—there’s usually a way to make it work.

All of our coaches hold the Professional Certified Coach (PCC) credential from the International Coaching Federation, along with countless hours of continuing education and real-world leadership experience. Many also hold certifications in tools like DiSC®, EQ-i 2.0®, and Prosci® Change Management.

Leadership growth takes time. Most of our coaching partnerships span at least 6–12 months, and many continue longer. That’s because meaningful change doesn’t happen in a few quick sessions; it takes space to explore, experiment, and build new habits that actually stick.

We design engagements to support long-term growth, not just short-term fixes. From the start, we’ll work together to map out goals and milestones that match the depth of what you’re trying to shift and revisit them as you evolve.

Pricing varies based on the scope and structure of the work—we don’t believe in one-size-fits-all solutions. We’ll co-create a coaching or training plan that fits your goals, timeline, and budget.

We offer nonprofit pricing and custom-scoped engagements. Let’s start with a conversation to explore what makes sense for you and/or your team.

Curious what this kind of support could unlock for you?

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