executive COACHING

Choosing an Executive Coach as a thought-partner to help you step into the next level of your leadership.

I work with high-achieving, successful leaders who:

• Need to make big, quick decisions that affect a lot of people.

• Want to give meaningful feedback.

• Focus on strategic thinking, a vision and a roadmap for the future.

• A confidential thought partner. Who can help you navigate uncertainty, new perspectives and difficult decisions - outside of your company.

• Struggle with perception, executive presence and trusting that the impact you want to make is the impact you are making.

I partner with you to help you see your strengths and your blind-spots.

By focusing on your leadership development and not just the tasks at hand, you lead yourself and others to make value driven impact in your organization.

We create and focus on the goals and outcomes that you want to achieve and the actions and accountability to achieve them.

What is the Leadership Coaching Process:

The coaching strategy is very personalized to you and each session is a deep-dive into what you want to explore, while we hold the goals and your desired outcome.

• DEFINE Areas of Growth and Goals.

  • What are the things you want to achieve at the end of us working together?

• CLARITY on creating new habits and behaviors

  • Included access to your personal dashboard, worksheets, recap of sessions, all in one space.

  • We design together what you are looking for in the coaching journey and how you learn best. ie. tools, books, self-reflection, etc.

• HOLISTIC

  • Mind, body, emotions and soul

• VALUES Driven

  • How you use your values to understand what drives you and shape your decisions.

• SYSTEMS Oriented

  • Define & clarify organizational values to ensure that you are aligned with the system that you are in, as well as your own individual goals.

• ACTION Between Sessions

  • This is where the REAL work happens as you go out and experiment with new habits and behaviors, noticing the impact and outcome.

• ACCOUNTABILITY

  • Individually and leading a team.

• SELF-AWARENESS

  • Having the tools and framework as well as the built in new behaviors to continue creating lasting change on your own, when the coaching ends.

Leveraging an assessment tool to truly know your impact.

• Hogan Assessment

  • The Hogan Assessment helps you to define your Strengths, Values and Career Derailers.

  • A personalized assessment tool that helps you understand how you are perceived at work and how you show up under stress. We can then use the assessment throughout the coaching to minimize derailing behaviors and focus on your specific strengths and values.

  • A self-generated report that does not require input from others.

• CCL, The Center for Creative Leadership 360 Assessment

  • The Center for Creative Leadership Assessment is a personal assessment tool that utilizes a 360 questionnaire requiring input from boss’, peers, skip-levels and others.

  • This 360 will give you a realistic picture of your impact based on a detailed rating system in various leadership categories as well as anonymous written comments regarding your strengths and areas of development

• Human Design Report For Business

  • An esoteric and pragmatic tool to help you understand your strengths, conditioning, intuition and fears.

  • Gain clarity on your Life’s work, main challenges and purpose.

Why Is Coaching Important Now?

The workforce is changing at a rapid pace.

• It feels like we need to know MORE and at a faster pace.

• There is no rule book. First time founders, AI, tech has changed the landscape of work as previous generations have known it.

• Remote work has blurred the boundaries of time at work and also meaningful connections.

• The anxiety is real.

• Many people don’t have anyone to talk to.

  • At the executive level you don’t have anyone to share your struggles with.

  • You don’t have a manager that is focused on your leadership development.

  • You’re not sure what to focus on in your development.

• Knowing the difference between accountability and responsibility.

Many of the Leaders who come to me are in transition.

• First time C-Suite and/or Executives looking for a thought partner to insure they are on the right track

• Founders and Executives who need to make hard decisions and look calm and cool under pressure.

• Moving into a Leadership Role

• First time people managers who have always been stellar individual contributors, but are unsure on how to make the switch.

• People Managers whose team is not performing and/or accountable as they need them to be.

• Those who are looking for support with a goal for their next promotion or transition.

• Or those who have been placed on a PIP, or have gotten challenging feedback, and are ready to make some changes with support.

• Find the gold in what you perceive to be your weakness.

A great question to ask yourself around coaching is: “What’s the impact that I am having and is THIS the impact that I WANT to have?” If the answer is no, you might need support.

What is a leader?

• A leaders finds the individual strengths of each team member and coaches them to transform their challenges into strengths and to rise to the best of their abilities.

• Know’s when to put on the mentor hat to “teach” and when to coach and allow someone to succeed, or fail, on their own.

• Can Delegate, hold others accountable, and brings out the best in others.

• Able to navigate conflict with confidence and curiosity.

• Leads from a place of authenticity—knows their values and those of the company, and leads with them in every decision, interaction, and strategy they pursue.

• Able to create a vision and a goal, along with the strategy and accountability to achieve them.

• Maximizes the output of already high performers and cross-collaborates with peers from a place of strength and integrity.

• Curiosity and confidence to discover what you might not know and to explore what else is possible for you.

• Know’s and trust’s the unique power that is within you so that you can lead with clarity, authenticity and decisive execution.

• Does not always need to be the Hero or the Steward and knows when to shift between the two.

What if you hate your job?

My stance is to explore all the options of how to play full out in your existing job - see what options can be there while looking for a new job or with one foot out the door. It’s amazing how perspectives often change of the person in the position or helps them gain clarity for their next role.