Executive Coaching

Every engagement is different, but this is what leaders most often tell me shifts.

• You stop doing the work and start leading it.
• You grow into the bigger role before the title arrives.
• You make time to think strategically instead of reacting to the day.
• You lead through influence, even where you have no authority.
• You lead with curiosity, and people open up.

Videos and training classes can teach you what good leadership looks like. They can’t show you how you are landing with the people around you, or help you change it while it matters.

Coaching can. We start with an honest picture, through a 360, of how others experience you. Then we work on what’s actually in front of you. I bring thirty years in the executive chair, and the understanding that you already have most of the answers. Together, we bring them to the surface.

Whether you’re stepping into a bigger role or already at the top, the work goes deeper than skills. Sooner or later it asks who is doing the leading, and that’s where lasting change begins.

I start from a fundamental tenet of coaching: every client is whole, resourceful, and creative. By default I show up as a coach, present and curious. Many clients also want me to mentor, and I’m glad to share what worked for me when I was leading teams. My training in ontological coaching and neuroscience shapes how we work together.

More about my coaching style and training

1. Launch sessionWe get to know each other, set a recurring schedule, and prepare to launch your assessments.
2. Vision and goalsWe start with where you want to go: the leader you want to become. Research on lasting change shows we grow most when we move toward a future we genuinely want, not away from a gap someone else has named. From there we set a few clear goals, so every session moves you toward a future that’s yours.
3. AssessmentsEverything DiSC for your communication style, and the Leadership Circle Profile 360 for how others experience your leadership.
4. DebriefsWe work through both sets of results together and design an awareness practice you carry into your week.
5. Fortnightly coachingYou bring real situations. I bring questions, frameworks, and my own experience when they help.
6. CloseoutA final session and a written closeout report, with the option to extend.

Every executive coaching engagement includes an Everything DiSC assessment. I use DiSC because so many coaching goals come back to interpersonal interactions and relationships: leading a team, influencing peers, managing up, and working through conflict.

DiSC gives you a clear picture of your own communication style and a practical way to understand and value the styles of the people around you. Through the Everything DiSC Catalyst platform, you can even see how your style meets each colleague’s, with specific suggestions for working together.

DiSC is also available for teams and as a workshop, or for individuals on their own.

Every executive coaching engagement includes a 360 using the Leadership Circle Profile™, an industry-leading assessment I am certified to deliver.

Most 360s stop at behavior. The LCP connects a well-researched set of leadership competencies to the habits of thought that drive them, so you see not only how others experience you but the assumptions underneath. Its single circular graph brings the key themes to the surface in minutes rather than hours, and creates a foundation for change that lasts.

The LCP is also available on its own, with three debrief sessions and a development plan.

I wrote about getting the most from a 360 in “Your 360 Feedback.”

Learn more about the Leadership Circle Profile ↗

Confidentiality is critical in any coaching relationship. What you say stays in our sessions, your organization hears only that we met, and nothing more is shared without your approval. Your assessment results belong to you.

Organizations that sponsor coaching often ask how they stay connected to the work. Coaching conversations remain confidential, and there are good ways to keep everyone aligned. Some organizations choose to include triad sessions with the leader’s direct supervisor as part of the engagement, and coachees are welcome and encouraged to share what they are working on with their leader.

AI is changing how leaders work, and it comes up often in coaching. I regularly help leaders find practical ways to use it: preparing for hard conversations, thinking through decisions, drafting faster, and freeing up time for the work only they can do.

I use it in my own work too: on my notes, on your 360 results, and in preparing for our sessions. I use professional-grade tools that keep your information confidential, and I remain fully responsible for everything they touch. If you’d like transcripts of our sessions for your own AI tools, I’m happy to turn transcription on.