Leadership Development & Team Facilitation
San DIego, CA
Your team is capable.
Let's make sure nothing gets in the way.
Zandra Montes,
founder and principal
Montes Coaching & Consulting helps leadership teams break the patterns holding them back
Build the trust, communication, and accountability that make high performance sustainable.
Trusted by leaders
WD-40 · Armanino · Globus Medical · Stone BrewinG · Latinas in Tech · bose corporation
Most team development stops at awareness. The hard part (changing how people actually behave under pressure) is where most approaches fall short.
Your team has done the work. They've taken the assessments, had the conversations, left the offsite with good intentions and a shared sense of possibility.
And then real life happened. The pressure came back. The old patterns returned. And six months later you're wondering why nothing actually changed.
It's not because the tools weren't good. It's because awareness alone doesn't rewire behavior. That requires something most organizations never build — a structured system for naming what's really happening, shifting how people see and work with each other, and locking in accountability that outlasts any single session.
That's what we build together.
How we work together
Executive Coaching:
One-on-one coaching for leaders who want to grow their self-awareness, communication, and impact — without sacrificing the results their organizations depend on.
Offsite Facilitation:
High-impact, expertly facilitated leadership offsites designed to surface what's real, align your team, and produce outcomes that last beyond the room.
Team Reset Protocol™:
Our proprietary three-module methodology — Surface, Reset, Wire — that takes teams from stuck patterns to sustained behavior change. Available as a full two-day experience or as standalone modules.
Kind words. Hard truths. Real growth.
We believe accountability and high performance don't require fear. We also believe that lasting change requires more than good intentions. It requires honest conversation, structured methodology, and the courage to name what's actually getting in the way.
Montes Coaching & Consulting brings 20+ years of enterprise experience, Working Genius certification, and Lego Serious Play facilitation into every engagement. We work with leaders who are serious about building something better, for their teams and for themselves.
20+ years enterprise experience · Working Genius certified · Lego Serious Play facilitator · San Diego, CA + nationwide
What leaders are saying
“Zandra is exceptional as what she does. I attended one of her presentations and she truly inspired us to embrace leadership .
She is a true source of empowerment!”
– Alejandra
“Zandra is a thoughtful coach and mentor who helped me see new perspectives and opportunities. I highly recommend her services.”
– Dr. Erika
“Zandra brings a rare blend of operational excellence and heart-centered leadership. Her work in strengths-based leadership and team development is authentic, grounded, and deeply effective.”
– Isaac
what changes when teams do the work
A technology company's 8-person leadership team had the technical skills to succeed. What they lacked was a shared language for how each person was wired to contribute. Misunderstandings had calcified into mistrust, and misalignment was slowing everything down.
Through a combination of executive coaching and a Working Genius team debrief, the team built a clearer picture of each other's strengths, intentions, and priorities. Over time, the conversations shifted. The leader went from fielding complaints about colleagues to focusing on actual business and operational challenges. The team didn't become perfect... they became more honest, more aware, and more effective with each other.A manufacturing company's five department leaders were each running their own operations well. The problem was they were barely running them together. Siloed thinking had become the default, and organizational goals that required cross-functional effort kept stalling.
Through an offsite facilitation session and ongoing coaching over three months, the team took an honest look at where they were working in parallel when they should have been working together. They reassessed shared goals, identified real opportunities for collaboration, and built the habits to act on them.
The shift showed up in small but meaningful ways. Department leaders started scheduling intentional one-on-ones with each other, something that hadn't been happening before. And they began modeling that collaborative behavior for their own teams, changing not just how the leadership team operated but how collaboration was understood across the organization.