My approach

There is a lot of talk about “Change” in coaching. Change is powerful, but it is often the wrong goal. This is especially true for leaders under immense stress. This is not because change is impossible, but because there is a more productive way to become a high-performing leader.

As an alternate path, I work with leaders to better understand their dominant wiring and to build strategies and tactics to leverage their natural talents and manage their blind spots. And because a startup leader’s time is their currency, this work is firmly rooted in a goal-oriented approach and designed for results.

Blending both mindset work and a heavy bias-to-action, this work draws from Columbia’s 3CP approach, strengths-based coaching, emotional intelligence, positive intelligence, vertical leadership, and DiSC. Essentially, I do everything I can to help leaders human better at work.

At an individual level, leaders can master high-leverage self-leadership skills. At a team level, productivity and performance hum. And, at an organizational level, cultures can transform and thrive on the global stage.

What to expect

It’s my job to maximize your investment in coaching. What that means is that we dive right into the work, which is a blend of deep personal inquiry, mindset work, and lots of experimentation.
If you’re here, it likely means you, or someone in your organization, are stressed. Being a founder or leader should be fun and I’m here to show you that (a bold claim, but I stand by it).
I hold myself accountable to get the job done and I’ll hold you fiercely accountable, too. I will call you out when you need it.
We will work together, at a minimum, for three months. That’s the only way to get one or two results that will become new and long-lasting. If someone promises something else, don’t believe them.

ROI of Coaching

How do you measure coaching results?

The real answer is that the mindset shifts, new behaviors and habits formed in coaching will be long-lasting and observable. Coachees will be experienced by others as managing and behaving differently. If that answer doesn’t feel like enough, here are some nerdier proof points on the power of coaching:

Executive coaching cultivates leadership competencies, which can be measured by 360-degree and self-assessments, administered pre- and post-engagement.
Empirical evidence from studies on executive demonstrates that an investment in coaching is a [wise one]
As a conservative estimate of the monetary payoff from coaching, managers describe an average return of more than six times the cost of coaching.
In the Harvard Business Review article, “How’s Your Return on People?” Laurie Bassi and Daniel McMurrer found that three stock portfolios comprised only of companies that
According to the International Coaching Federation (ICF) study, 86% of organizations saw an ROI on their Coaching engagements, and 96% of those who had an executive coach said they would repeat the process again.
- Measurable factors were areas such as increased productivity, higher levels of overall employee performance, reduced costs, growth in revenue and sales, higher employee retention, and higher engagement of employees.
- Intangible factors were increased confidence of those being coached, improved communication, stronger employee, and peer-to-peer, and key stakeholder relationships.