The Coaching Program and D3 Methodology
There is no ready-to-use formula in Jorge’s coaching. Each program is tailored to the executives’ specific needs and challenges.
Jorge says:
“We work in partnership. I listen, I ask questions, I probe deeply. We assess strengths and gaps and identify limiting beliefs. We align around the goals of the program, and work from there.
I believe Leadership is intentional. Everyone can grow, no matter what they have achieved or are going through. I provide a safe space for reflection and action outside of the daily grind. All leaders deserve that.”
Jorge has developed a proprietary coaching methodology.
D3: Discover, Design, Deliver
It forms the core of the coaching program. This structured approach ensures leaders achieve transformational change quickly, with outcomes that are easily measured.
Assessments to build clarity and self-awareness.
Personalized goals and development plan.
Action, follow-up, and measurable results.
The leader goes through assessments like 360 reviews, personality and emotional intelligence. Jorge is certified in several assessments.
After the assessments are completed, Jorge will prepare a summary of findings which will be used for the subsequent phases of the program.
After reviewing the summary of the assessments’ findings, the leader and Jorge will work together to create a development plan. This plan will identify the behaviors the leader will strive to leverage / develop / improve, and the actions required to deliver these results.
The leader will then move to implement the actions agreed in the Design phase. A methodology to measure progress will be agreed. Jorge and the leader will hold regular follow-up sessions to identify issues or new opportunities. A final review will confirm that the goals were met.
Frequently Asked Questions About the D3 Methodology
Coaching sessions are confidential. Professional coaching ethics (including the International Coaching Federation’s Code of Ethics) require coaches to keep the clients’ personal information and conversations private. Coaches are ethically obligated not to disclose information from assessments, interviews, or coaching conversations without the client’s explicit permission. Confidentiality is foundational to trust. Clients feel confident to open up because they know their information is safe — and this trust is essential for a successful coaching engagement.
Jorge’s client base spans a wide range of high-impact leaders and organizations.
Clients include CEO’s, CXO’s, board members, senior leaders on the path to C-Suite, founders and entrepreneurs. These leaders are generally navigating high-stakes decisions, complex relationships, intense visibility, pressure to perform and the need for self-awareness and emotional intelligence. Jorge works with all types of organizations, from different sizes, segments, geographies and stages of development. His coaching is tailored to address the specific needs these organizations are facing.
Executive coaching isn’t a one-size-fits-all. The program duration depends on the leader’s goals, the organization’s expectations, and the depth of change they are aiming for. Most organizations consider 6–12 months the sweet spot for meaningful transformation, as it allows time for assessment, behavioral change, and the evaluation of measurable results. Short-term coaching (3-6 months) is helpful when there is a specific behavioral challenge, the onboarding on a new role, crisis or conflict situations. This is more tactical and focused.
Executive coaching uses a wide toolkit of assessments, and the mix depends on the coach’s methodology, the leader’s goals, and the organization’s culture. The best coaches don’t rely on just one assessment—they combine several to create a multidimensional picture of how a leader thinks, behaves, and is perceived.
360-Degree Feedback Assessments are the backbone of many executive coaching engagements because they reveal how others experience the leader. They measure leadership effectiveness, interpersonal impact, strengths and blind spots, alignment between self-perception and others’ perceptions.
Personality & Behavioral Assessments help leaders understand their natural tendencies, decision-making style, and stress behaviors. They measure personality traits, behavioral patterns, motivators and derailers and interpersonal style.
Emotional Intelligence (EQ) Assessments are strong predictors of leadership success. They measure self-awareness, empathy, relationship management, stress tolerance.