Individuals
Why should individuals seek coaching?
The evidence is clear: they become better leaders for themselves and others (Source). At its core, coaching is about showing up for yourself and leaning into the discomfort of growth. It’s about identifying the stories we tell ourselves, questioning their truths, and choosing to rewrite them in ways that empower rather than limit. The transformation can be profound: when we engage in coaching, we step into vulnerability, explore our strengths and blind spots, and cultivate authentic connections that make us better leaders for ourselves and the people we serve.
No two coaching journeys look the same, but the heart of the process centers on courage and curiosity. Most engagements span 4-6 months of intentional work, beginning with identifying your focus areas and the outcomes you’re striving for. From there, we dive deep into exploring your leadership style through assessments like Facet5 or Hogan, unpack the narratives that shape your decisions, and practice new ways of thinking and behaving to create meaningful impact. The cadence of coaching sessions is tailored to your unique rhythm, ensuring the space remains both productive and compassionate for your growth.
Teams
Why should teams embrace the practice of coaching?
Teams are the heartbeat of any organization—they’re where innovation happens, relationships are built, and progress is made. Coaching within teams isn’t just about improving performance; it’s about cultivating trust, mutual respect, and psychological safety. Research shows that when teams invest in coaching, they create environments where vulnerability is celebrated, candor is encouraged, and everyone feels empowered to show up as their authentic selves (Source).
I treasure the opportunity to facilitate Team Effectiveness workshops because they offer a powerful space for teams to get curious, unpack old narratives, and rewrite them together. These engagements thrive when they are built with care and intention, tailored to the unique stories and needs of the team. It starts with a conversation—a discovery process to uncover the dynamics, challenges, and aspirations of the group. From there, we dive deeper with individual and team assessments (e.g., Facet5 Teamscape), sparking curiosity and inviting each member to explore their preferences, strengths, and growth edges.
Workshops are designed to create connection and foster trust, whether they happen in person or virtually. They often include assessment debriefs, skill-building sessions (e.g., Kilmann’s Conflict Styles), and structured coaching that helps teams articulate their agreements, nurture intentional behaviors, and build feedback systems that support continued growth. When teams lean into this work, they don’t just transform how they work together—they transform how they show up for one another, creating a ripple effect that impacts the organization and beyond.
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Organizations
Why should organizations cultivate a culture of coaching as a cornerstone of leadership development?
When we pair traditional training with leadership coaching, something powerful happens—leaders don’t just learn; they embody transformation. The data doesn’t lie: coaching amplifies retention, deepens application, and fosters true behavioral change in ways that standalone training cannot (Source).
I have the privilege of working with organizations to design and deliver cohort-based coaching and learning experiences that empower leaders to step into their potential. These journeys are thoughtfully crafted to align with the core values and leadership priorities of each organization, whether through off-the-shelf programs like Crucial Conversations for Dialogue or highly customized solutions that resonate with a company’s unique culture.
As a Board-Certified Coach (BCC), my approach is firmly rooted in the science of human behavior—drawing from evidence-based practices in social, behavioral, and neuroscience—while being deeply informed by the lived experiences of coaching. Reflective inquiry becomes a tool for discovery and courage, creating spaces where leaders can lean into vulnerability and practice new ways of showing up. And when the scale of an organization’s needs exceeds my individual capacity, I tap into a trusted network of partners and collaborators, ensuring every leader has the resources and support they need to thrive.
