Coaching
How I Coach- It's the type of coaching that can only be done by someone who has successfully navigated the ladder and then brought others up it.
I don't do traditional coaching, where someone asks the coachee a thousand questions and hopes they stumble onto an answer. I become a co-pilot in the architecture of the new you and your specific success plan.
My coaching clients come to me with a specific problem and a hoped-for outcome. The work starts generating noticeable improvements within weeks — not months or years.
We do a deep dive into the coachee's responsibilities, key relationships, and general mindset of leadership, and we identify specific areas that warrant change and new tactics and thinking. Then the coaching client and I co-create a plan of action, grounded in the actual people and situations applicable to them.
This is not therapy. This is strategy. And they leave able to handle the next situation without me.
Who I work with
The leader who has been told something must change
The leader who has been told that something about their style and impact must change. Sometimes they have been told for years and nothing has moved — not because they are incapable, but because nobody has ever explained what it is actually costing them, or what to do differently on Monday.
The high performer everyone is betting on
The high performer who doesn't fully understand what needs to change to achieve and excel at the next level.
The aspiring leader deciding how to improve their odds
They don't know how to translate what they have been told is required to move higher into specific new actions that improve their competitive positioning. They want a set of success tactics beyond their current efforts that is tailored to their unique situation and their unique personality.
For years, I was the person deciding whether someone moved up.
I was also the person who coached many of them. Some came on their own. Some were told they had to, in order to keep their jobs.
It's the type of coaching that can only be done by someone who has successfully navigated the ladder and then brought others up it.
“My goal is not to make the complaints stop. It is to take someone to a higher level of leadership and success than they imagined for themselves.”
What people say
Engagements
Individual
Ongoing engagements, generally three to six months. The work includes a detailed understanding of the people and situations around them, and appropriate updates with sponsors that respect coachee confidentiality.
Leadership teams
A group working through the same transition together — a newly formed team, often after a reorganization or merger, a set of rising leaders, or partners preparing for expanded roles.
Program participants
Reduced rates for participants in EMBA and executive education programs where I have spoken.
Engagements are scoped individually. Most begin with a conversation about the specific situation and the outcome you need.
Start a conversation
Tell me about the situation — whether it is your own or someone you are responsible for. I respond within one business day, and the first conversation is confidential and without obligation.