Services
Coaching for the leader. Development for the team. Consulting for the culture. Most engagements start with one and grow into the others.
Leadership Coaching
Structured coaching for leaders who want real change, not just a good conversation.
I coach leaders through the moments that shape a career and an organization: a new role, a critical transition, a culture under strain, a team that's stopped telling each other the truth, or a decision only you can make.
I've co-founded and scaled five companies and sat in the CEO and other senior executive seats. I don't bring that experience to tell you what to do. I bring it so you don't have to explain what it's like — and so our time goes to what you want to change.
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Six- and twelve-month coaching engagements with structured sessions and access between them
Validated assessments (MBTI, EQI 2.0, LPI 360, Working Genius) and values work, so you know both how you operate and why
Coaching grounded in your real context: P&L pressure, board dynamics, and the constraints of running something (kept from current copy)
Sponsored engagements that start with a three-way launch conversation, so leader, sponsor, and coach agree on the goals
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Most coaching treats leadership as either a personal growth project or a performance problem. I treat it as both. The question isn't only "who do you want to become?" It's also "what changes for your team and your organization when you do?"
I'm a partner, not the expert in your job. My role is to help you see clearly, decide, and follow through. When advice would help, I'll ask before I offer it.
Clarity first. Change follows.
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What you say in coaching belongs to you. When an organization sponsors the engagement, I report three things: that you attend, that you participate, and that you're progressing. Anything more comes from you.
Coaching focuses on growth and performance in your role. It is not therapy. When something deeper is in the way, we'll talk openly about whether Executive Depth Work or an outside referral is the right fit.
Team Coaching & Development
When the challenge sits between people, coaching one leader isn't enough. I work with leadership teams to build trust, align on priorities, and hold each other accountable. I also work with pairs of colleagues when a working relationship needs repair.
Typical engagements:
leadership team coaching
facilitated conversations between two leaders
new manager, communication, and conflict training
team offsites and strategy sessions
What's said in individual coaching stays there. Team agreements on what's shared are set up front, and repeated.
Culture Consulting
Culture is what people do when no one is telling them what to do. When it drifts — after a merger, through rapid growth, or under leadership that has lost the room — performance follows. We assess leadership team alignment, design accountability structures, and build the foundation that makes culture change stick.
Typical engagements:
culture diagnostic and leadership team behavioral assessment
merger and acquisition team integration
culture turnarounds for disengaged or toxic workplaces
accountability agreement design
pre-rollout advisory
Many consulting engagements start in coaching. When the work needs a system-level fix, we shift from partner to expert — and we tell you when we do.
Deep roots in healthcare, from health systems and payers to behavioral health and addiction treatment. Leaders in any industry.
Executive Depth Work
Two- and three-day leadership intensives for moments that can't wait.
Some leadership moments need more than a session every other week: a major transition, a derailment, a crisis of confidence, burnout at the top, or a decision with no good options. Executive Depth Work is a concentrated, confidential, intensive built around one senior leader and what they're facing right now.
I'm a licensed professional counselor as well as a coach, and that is intentional. When what's in the way runs deeper than behavior, this work can go there — always anchored in your role, your decisions, and what comes next. Before we begin, we agree in writing what the work will and won't include.
Leaders often come to this work by referral, from a board chair, CEO, or another executive coach, when the need sits at the edge of what coaching can hold.
Typical engagements:
pre-work and assessment
two to three consecutive days of structured sessions, in person or off-site
a written leadership plan
follow-up sessions at 30, 60, and 90 days
Leadership Evolution Begins
With a Conversation
The best first step is a conversation. Reach out directly — we’ll find 30 minutes to talk about fit.