Individual Coaching

...you are an organizational leader (i.e., you have direct reports who themselves have direct reports) or you closely support a leader (e.g., in a chief of staff role), and one or more of the following prompts resonates with you:

Are you seeking to set a new aspiration for your organization?
Are there perennial problems that seem to recur in your organization, or a goal that the organization can never seem to reach?
Is your organization churning around certain decisions (or avoiding them altogether), perhaps due to insufficient grounding in shared vision and culture?
Do you feel that your organization’s activities are not producing the intended impacts to the income statement?
Do you need help seeking feedback? Have you received feedback and now need to discern which pieces of it to act on, and how?
Do you wish you could be more influential?
Do you want to experiment with ways of leading that are new to you?
Are you beginning a new role and want a thought partner on how to approach it?

I do 1:1 coaching in partnership with:

Individuals directly
Companies that are seeking individualized support for leaders and would-be culture carriers in their organizations
Financial sponsors that are interested in leadership development for key individuals as a lever to de-risk and capture business bets

If you need narrowly-tailored help in one of these areas, there is probably a different coach who is better suited to your needs:

Finding your next role or exploring a career transition. I aim to help individuals develop as leaders to create more value in their current roles. This does require reflecting on the individual’s innate abilities and sources of fulfillment. And, if done well, it will position leaders for greater responsibilities in the future. But I have chosen not to focus my practice, at this time, on supporting individuals whose explicit near-term goal is seeking a new position.
Navigating politics or board relationships. The best leaders are also great entrepreneurs - people who win the conviction, cooperation, and capital of others in pursuit of shared vision. So, effective leadership does involve connecting, communicating, and managing across and up in an organization. I am excited to help in these areas, but only in the context of a more holistic executive coaching and leadership development partnership.
Conducting 360-degree reviews. I would not seek to supplant the critical role of an individual’s supervisor in owning this important process. That said, there are a variety of coaching engagements that may include partnering with an individual as well as their supervisor or board of directors. This can be a particularly effective arrangement so long as the roles of each party and the types of information shared between parties are clear and understood by all.

This will be a months-long, non-linear journey and we will not follow a one-size-fits-all approach. After an initial discussion, I will propose a scope for us to refine. In this initial discussion, we would seek to form some preliminary hypotheses around the highest-gain opportunities for you to more fully embody your role as a leader. We could also cover practical considerations that may govern the cadence of our interactions.

My goal for each of our interactions will be for us to co-create some degree of additional awareness about yourself and/or your circumstances, and for you to walk away with something new you can try or experiment with before we meet again.

My broader goal for our partnership will be for you to lead with more confidence and clarity and ultimately create more value for your organization. See more about my approach here.

Prior to an initial discussion, I encourage any potential coaching client to think through the question, “How will you know when we are done?”

More About My Approach

Contact Me