Better leaders.
Stronger teams.
One coaching
engagement at a time.
Leadership is learnable.
I’ve spent 25 years proving it.
Are your leaders getting
in their own way?
Part mirror. Part master practitioner. Always in your corner.
Most executive coaches do one of two things well. They reflect — asking questions, listening deeply, holding up a mirror so you can see yourself more clearly. Or they teach — bringing frameworks, tools, and expertise into the room.
After 25 years coaching Directors, VPs, and C-suite leaders, I do both.
I’ll help you see the gap between how you intend to show up as a leader — and how you actually do. And then I’ll help you close it.
Are your leaders getting
in their own way?
Part mirror. Part master practitioner. Always in your corner.
Most executive coaches do one of two things well. They reflect — asking questions, listening deeply, holding up a mirror so you can see yourself more clearly. Or they teach — bringing frameworks, tools, and expertise into the room.
After 25 years coaching Directors, VPs, and C-suite leaders, I do both.
I’ll help you see the gap between how you intend to show up as a leader — and how you actually do. And then I’ll help you close it.
Why Executive Coaching?
Senior leaders are often the last to get honest feedback. The higher you rise, the fewer people around you will tell you the truth. Meanwhile the demands on your leadership keep growing — trust, team dynamics, emotional intelligence, navigating conflict, managing change, influencing without authority.
You don’t need a yes-person. You need a confidential, objective thinking partner who will tell you what you need to hear — and give you the tools to do something about it.
Is This for Someone You Lead?
Sometimes the person who needs coaching isn’t the one reading this page.
You have a leader on your team who’s technically excellent — maybe even exceptional. But something isn’t working. They’re leaving a wake of frustrated peers. Their direct reports are disengaged. They push hard to execute but don’t read the room. Or they’re a high-potential you’ve just promoted, and they need more than good instincts to lead effectively at this level.
You’ve probably already tried feedback. Maybe a conversation or two. But some things don’t shift without outside help — and you know it.
This is one of the highest-leverage investments you can make in someone.
What We Work On
Every engagement is customized. Leaders I work with typically focus on:
Closing the gap between their intentions and their actual impact on others
Building self-awareness and emotional intelligence
Navigating difficult people, conflict, and relationship dynamics
Leading teams through change, uncertainty, and reorganization
Running meetings that actually move people forward
Coaching and developing their own direct reports
Earning trust and strengthening their leadership presence
Designing a concrete leadership development plan
How I Work
My entire approach is rooted in Applied Behavioral Science. Leaders can have the best intentions in the world — but what their teams see, respond to, and form judgments about is behavior. How you enter a room. How you react under pressure. How you listen, or don’t. That’s where we work.
Behavior-focused
Intentions matter — but behavior is what leadership actually looks like to everyone around you. I help you close the gap between who you intend to be and how you actually show up.
Strengths-based
We build on what's already working in you — intentionally and specifically — rather than fixating on what needs fixing. You'll learn to apply your strengths more deliberately, exactly where they're needed most.
Observational
I pay close attention to what's said, what isn't, and what's showing up beneath the surface. Often the thing quietly limiting a leader's effectiveness isn't obvious — even to them. Surfacing it, gently and precisely, is where the real work begins.
Practical and applied
When you tell me about a difficult team meeting, a peer you're struggling to influence, or a conversation that went sideways — I listen for the pattern underneath it. Then I give you something concrete: a tool, a reframe, a specific approach drawn from 25 years of experience that you can take straight back to your leadership. You leave every session with something you can actually use — not just insight, but a next step.
Sustained
The leaders I work with don't just feel better after a session — they lead differently for years afterward. That's the goal.
Personal
I remember the details. I read between the lines. And I'll recommend the right resource at exactly the right moment to keep your growth moving between sessions.
"The impact of our work continues to influence how I lead today."
Madeline Feder,
Communications Supervisor
Ready to find out what's possible?
Coaching engagements typically run 3 to 6 months, with sessions held virtually every two to three weeks. I work with leaders in the Greater Seattle Area and the Coachella Valley / Palm Springs area, and with clients nationally via video.
Every engagement begins with a complimentary Discovery Call — a 30-minute conversation to explore fit, goals, and what coaching can make possible for you.