Executive Coaching

Here’s one common example. We (typically) promote people to management roles because they excelled as individual contributors. While there may be implicit expectations, most people get very little specific instruction on how to lead people. Without clarity in their role, and looking for affirmation, they go back to doing the things they were previously recognized for. This is commonly known as micro-managing. Rather than train and develop people (a largely untaught skill set) we excuse this behavior by saying, “It’s just easier if I do it myself.” Unless companies invest in their people, these behaviors will continue for an entire career.

My specialty is behavioral change. I have the Professional Certified Coach (PCC) designation from the International Coaching Federation. I’ve invested a lot of time and money in continuing education to understand the psychological, neurological, and emotional factors that lead to behavioral change. 

A bigger job typically requires a better version one’s self in order to impacting their organization. And most people need new strategies to maintain personal well-being while enduring even more stress. Every leader deserves a coach who can help them chart a path that’s healthier for their team, as well as for themselves.