Leadership Coaching

We inspire new levels of greatness, combining issues assessment, situational role play, strengths optimization and ‘tough love’ to crystallize and resolve performance challenges

I work with senior executives who want to lead with more clarity, confidence, and impact. Over the past two decades, I’ve coached CEOs, partners, and senior teams to strengthen trust-based relationships, improve self-awareness, and build the kind of executive presence that inspires real followership.

My clients are already successful—but they want to elevate how they show up. Whether they’re navigating change, building team alignment, or trying to close the gap between their intent and their impact, my role is to make complex challenges feel solvable.

I’m known for being both direct and supportive. I’ll tell you the truth, even when it’s uncomfortable, and I’ll stay with you as you put that insight into action. Together, we’ll work to uncover patterns, shift habits, and strengthen the leadership behaviors that move teams—and organizations—forward.

Helping good leaders become great ones

What you can expect

Through our work together, you’ll:

• Deepen your self-awareness and understand how others perceive you.

• Strengthen your executive presence so you can lead with more impact and composure.

• Build trust-based relationships that encourage collaboration and accountability.

• Communicate with greater influence—especially when the stakes are high.

• Identify and remove blind spots that get in the way of your effectiveness.

My approach blends honest feedback with practical tools. I believe leadership growth happens when you pair insight with action, so every session translates into something you can use right away. Clients often tell me our conversations help them see challenges in a completely new light and leave them with simple, doable ways to lead differently the next day.

How I coach

Each engagement begins with understanding you: your goals, your team, and the dynamics between these. From there, I customize a coaching plan that focuses on your most important priorities—whether that’s influencing a board, managing through change, or rebuilding trust with key stakeholders.

I use data-driven assessments, 360 feedback, and honest dialogue to get to the heart of what’s working and what’s not. My role isn’t just to surface insights, it’s to help you make them happen. We’ll translate big ideas into specific behaviors and create a path that feels both strategic and actionable.

Our 3-Step Methodology:

We dive into your organization, do a cultural assessment to see where leaders experience barriers, and together we take these obstacles down

Step 1

  • Uncover others’ perceptions of you

  • Heighten self-awareness

  • Recognize unproductive behaviors

Step 2

  • Identify personal blindspots

  • Embrace reality

  • Create plan for change

Step 3

  • Test and refine strategies

  • Find a new comfort zone

  • Create new perceptions

Leadership growth doesn’t have to be complicated. With the right insight and support, lasting change is possible—and often faster than you think!

Get In Touch

Watch: Our Approach

“I help people evolve their own EQ (Emotional Intelligence). In other words, I help leaders become more aware of how they make other people feel. It’s tough work, but we always get to an outcome where the client feels better than when they started — and their colleagues feel better as well.”

  • Our Approach: The hardest coaching projects that I’m called in on, and for better or worse, I’m called in a lot for this, I work with people who really upset everyone around them. I call it, “they create carnage in their wake.” So I come in and I help them recognize the consequences of continuing to operate that way, and we change it. The other thing that I do, that’s really hard work, is I help people evolve their own EQ. I’ll define that as, “helping people become more aware of how they make other people feel.” It’s tough, it takes a little longer, but we always get to an outcome where they feel better than when they started and their team around them feels better as well. I’m very authentic, I force my clients to be authentic with me. I bring out the truth, and very often, the people I’m working with, the people I’m coaching, they’ve been able to avoid the truth about what’s standing in their way. It’s all about: How are they going to rise to another level in their business environment and be a better leader? I can tell you a lot about what makes me a different kind of coach than other coaches out there, but really what's important is that you hear it directly from someone who’s hired me over and over again to coach their top executives.

Case Studies

  • A female Fortune 50 leader asked for my help to get her promoted into a top role within her current company. She was not perceived by her leadership as being ready for the next level because she wasn’t as assertive as she needed to be.  We worked together to enhance her gravitas and executive presence, including modifying her communication style so she appeared more confident.

    OUTCOME: She was promoted the following year and now operates as a member of top leadership.

  • A long-tenured executive officer needed help improving her communication approach to secure her role in the organization. Her colleagues complained about working with her because she was often blunt and confrontational. Senior leadership also found her to be long-winded in presentations. Provided her first-ever unvarnished feedback so she could truly understand what her colleagues were struggling with in her approach. Provided techniques for changing how she responded to others, how she could enlist support for her ideas, and for presenting concisely for greatest impact.

    OUTCOME: She re-established productive relationships with colleagues and earned recognition from leadership for her knowledge and insights. She has held expanded responsibilities since then for the past 10+ years. 

  • A recently promoted up-and-coming female executive needed to gain respect by her new peers and expanded team. She also needed to find a ‘cadence’ for leading the group effectively with her group co-head. She had never led such a large team, and her understated personality was opposite to the loud and self-promoting approach of her group co-head. Leverage her strengths which had led to her promotion, support each team member individually, and communicate with confidence and precision at leadership meetings.  

    OUTCOME: She earned the respect of her team who began to seek her advice more than her co-head. She was selected by other managing directors to present firmwide on behalf of her group.

  • A senior Managing Director of a global investment bank needed to improve his relationships around the firm. He employed a command and control approach and led with his outsized ego. Few of his colleagues enjoyed working with him. Raised his awareness to his unproductive behaviors and provided strategies to regain respect and cooperation from colleagues globally.  

    OUTCOME: By adapting his management approach and becoming more cooperative and collaborative, this leader resumed his stature as one of the leaders that everyone wanted on their deals.

  • A senior female executive needed guidance on how to navigate challenging colleagues. She was often being undermined by several of her male peers and had been unsuccessful at overcoming this. We explored various options for how she could stand her ground and respond with confidence, and we practiced the new strategies through role play. Our regular check-ins ensured that she had a strategy for each meeting and timely debriefs after her interactions.

    OUTCOME: She found a collaborative and authentic way to confront each colleague individually, developed a better rapport with each one, and was recognized for her relationship building skills by senior management.