Most organizations experience entirely unnecessary drama because they underinvest in leadership development. It is my mission to help change this dynamic.

I have had inspiring, life-altering experiences working with excellent servant-leaders, who have developed, pushed, and accelerated my personal growth. I have also experienced the opposite. I have felt the tremendous difference in leadership firsthand and have seen how subpar leadership can break a culture.

Many leaders, even very experienced ones, aren’t taught how to translate their key strengths into leadership. These leaders often overly rely on their historical experience and success, or sometimes their raw intellect, often with the best of intent and worst of results.

In today’s world of constant disruption and innovation, leaders can not have all the answers.  Instead, they must cultivate the right environment by guiding, inspiring, and retaining their top talent around the essential task of collaboratively getting to the right answers.

I can relate with leaders who are struggling and failing to hit the mark. As a leader myself, I underwent my own journey to evolve into an effective leader. Earlier in my tenure as a leader, while I had the best of intentions, and often produced top tier results, I wasn’t entirely conscious of my motivators or my fears, and worked, non-stop, with the mistaken belief that everything would crumble if I weren’t working on nights and weekends to plug the holes and fill the gaps. I felt a real need to prove my worth, and as a result, I inwardly focused so much on doing everything right, instead of a more service-oriented approach that focused on being the kind of leader who makes sure the team gets it right. 

I had always intended to inspire and support my team, but I needed help understanding myself, and learning more effective tools and frameworks in order to lead most effectively. With the help of my own executive coach, I was able to learn how to have more productive, vulnerable conversations with my direct reports that created more trusting and collaborative relationships, which allowed my team to be more self-directed and energized. This synchronicity helped us achieve even more outsized results more efficiently, sustainably, and joyfully.  

I believe the world would be a better place if everyone, and especially leaders, had formal, ongoing coaching, and if they created cultures of coaching within their wider organizations. Productive coaching relationships can provide the gift of self-knowledge, and clarity of personal mission, along with key leadership tools, that can change organizations, and culture at scale.

If you — or high potential leaders on your team — could benefit with some coaching, let’s collaborate.