Executive Coaching
Lead with clarity.
Grow with purpose.
Influence with integrity.
Confidential one-on-one coaching for leaders and ambitious professionals who are ready to step up and shape their futures
- Demonstrate authority
- Cultivate influence
- Make visions reality
When you’re doing everything right—and still feel like you’re falling behind
You show up. Do your job well. Hold things together with paper clips, duct tape, determination, and maybe a touch of sarcasm to stay sane.
You know you’re qualified. You know you care. But sometimes, it feels like no one sees the weight you carry—or the potential you have.
You’re not alone.
It’s easy to feel overlooked when your boss is focused on keeping the ship afloat. It’s hard not to compare yourself to peers who started around the same time but somehow feel further ahead.
In companies full of ambitious people, the race for visibility and promotion can start to feel more like politics than progress.
Here’s some truth: Doing your job well is still the most strategic thing you can do. It builds credibility, trust, and momentum. But it’s not enough to hope someone notices.
That’s where coaching comes in. Together, we’ll strengthen your strengths, address what’s getting in your way, and design strategies that work for you.
Sometimes that means refining how you communicate. Sometimes it means grooming a #2 who thrives where you don’t—or redesigning a process so you can lead it with more focus and less friction.
There isn’t one right way forward. There’s a better one for you. And when you stop trying to keep up with the Joneses, you realize: they were never the standard.
You are! Your employer just may not realize it yet.
Authority isn’t given. Assume it—until someone says otherwise.
I’ve lived what I coach. I’ve stepped into ambiguity, taken ownership of what others overlooked, and built trust by getting sh*t done—quietly, reliably, and with the kind of judgment that makes people feel safe putting more on your plate.
I already had a full workload when we started a firmwide rebrand. Suddenly, we were auditing documents that hadn’t been touched in decades—owned, in theory, but not stewarded with any strategic intent.
When something was broken, I either fixed it or found someone who could. Not to get credit. Not to climb the ladder. Just to keep things moving.
And over time, those decisions added up. My judgment earned trust. My instincts earned responsibility. And eventually, I didn’t need to ask for permission.
I made the calls, informed my boss, and only escalated when someone pushed back.
That’s how I rose through the ranks—not by self-promotion or politics, but by learning to step in when others hesitated.
That’s the edge I help others build. Quiet authority. Strategic clarity. Leadership that gets noticed—because it’s already being lived.
Be the kind of leader people already trust to follow
Lighten the weight of always holding it together
You’re the one people rely on when things fall apart. That’s a strength—but it can become a trap when you’re always stepping in, picking up the slack, or doing work no one else seems to notice. Coaching helps you name what’s yours to carry—and what isn’t—so you can lead without overdoing.
Shift how you show up—across the org chart
We’ll sharpen how you communicate and carry yourself with peers, execs, and direct reports alike. Because people are always watching—not just how you lead, but how you follow, collaborate, and hold your ground without creating noise.
Build the presence that people remember
The difference between getting tapped and getting passed over isn’t always performance. Sometimes it’s your tone during tense moments. The clarity you bring to deep ambiguity. The way others instinctively look to you when things go sideways.
People may not be able to define what makes someone a leader—but they know it when they see it.
A clear path forward
1
Clarify what you want—and what’s in your way
We begin by mapping out what success actually looks like for you—and surfacing the dynamics, doubts, or distractions that have been slowing you down.
You’ll start to separate the noise from the signal—and lead with sharper focus.
2
Identify what makes you credible, not just capable
We’ll name the patterns, principles, and strengths you’ve developed through experience—not just what you’ve done, but how you think, what you notice, and why people trust you.
These aren’t platitudes. They’re leadership signals. And they matter.
3
Pressure-test your leadership in real scenarios
We’ll work through the tough stuff—prepping for high-stakes conversations, navigating interpersonal friction, or managing up with more confidence and less emotional drain.
It’s a safe place to test decisions, shift tone, and see what actually works.
4
Lead on purpose—and be seen for it
You’ll start showing up with more clarity, more calm, and more strategic weight. That’s not a trick. It’s presence, developed through practice.
Because when you show up like the leader they’re looking for, they start treating you that way.
It’s subtle—but it changes how people listen, how they respond, and why they trust you to lead. That’s how real presence grows. And how leadership becomes inevitable.
How C-level thinking meets real-world leadership
Strategic visibility
and perception
Leadership narrative development
Clarify how you’re perceived and develop stronger, more strategic ways to show up and be recognized.
Feedback interpretation and responses
Make sense of vague, conflicting, or unclear feedback—and translate it into action.
Strategic messaging support
Refine how you advocate for yourself, share credit, or push back—without undermining your leadership presence.
Communication and
presence under pressure
Peer influence and cross-functional leadership
Learn to lead laterally—navigating organizational politics without being political.
Tone and restraint coaching
Practice calm, credible responses in moments of tension or ambiguity—when your leadership is being observed.
Role clarification and scope management
Identify when you’re overfunctioning, taking on too much, or holding responsibilities that aren’t yours.
Leadership development
and decision-making
Rehearse high-stakes conversations
Prepare for performance reviews, escalation conversations, promotions, or board-facing interactions.
Perception alignment
Ensure how others see you matches how you want to be known—especially among senior decision-makers.
Trusted #2 strategy
Build the systems and partnerships that help you lead without doing everything yourself.
If this sounds like the kind of insights you need...
Are we a good fit?
You may benefit from outside support if:
- You’re ready to lead at a higher level—but need clarity on how to get there
- You’re doing the work, but aren’t sure people see you the way you want—or deserve—to be seen
- You’ve received feedback that’s vague, contradictory, or hard to act on
- You want to show up with more presence, poise, and strategic weight
- You want to show up with gravitas—more strategic heft, presence, and poise (yes, poise!)
- You’re navigating peers as much as executives—and feel stuck in the middle
- You’re willing to reflect, stretch, and experiment—even when it’s uncomfortable
You may not need from outside support if:
- You’re already being tapped for new opportunities—and feel confident stepping into them
- You’re getting consistent, actionable feedback and know how to apply it
- You feel seen, respected, and recognized across levels of your organization
- You have trusted mentors or internal sponsors helping you advance strategically
- You’re thriving in your current role and already growing at the right pace
- You’re crystal clear on what you want—and already building toward it
- You’re not ready to prioritize this work or explore new ways of thinking and leading
Don't wait for the next quarter to look like the last.
While every client has unique needs, here are common questions.
Pricing
How much does it cost to work with you?
Every coaching engagement is customized based on your goals, context, and the level of partnership required. Some clients need a few focused conversations. Others benefit from a longer arc of support. We’ll scope the work together—no pressure, no surprises.
Do you offer packaged or retainer-based options?
Yes. Once we understand your priorities and time frame, we’ll recommend a structure that balances flexibility, depth, and value. Some clients prefer defined project windows; others prefer a consistent cadence over time.
What’s your hourly rate?
Strategic coaching is typically billed at $250/hour. If we structure a multi-session package or longer-term engagement, we’ll adjust accordingly. We’ll agree on scope, terms, and expectations up front
Can we hire you just for a one-time issue?
Yes. If you’re facing a high-stakes conversation, decision, or transition, we can focus on that. Many clients begin with a single session and decide from there whether a longer engagement makes sense.
Is this like therapy?
No. While some coaching conversations feel personal, the goal isn’t to process the past—it’s to help you lead more effectively in the present and future. That said, we respect boundaries and can always help you find a different kind of support if that’s what you need.
Approach & Process
Do you coach executives in specific industries?
Yes and no. While I’ve worked across finance, communications, professional services, and tech, what matters most is your context and readiness—not your org chart. The coaching is always tailored to your environment.
How do I know this is worth it?
You probably already do. Coaching is an investment of time, money, and attention. If you’re even slightly unsure, start small. We’ll focus on one specific challenge and see what shifts. From there, we’ll decide together.
Do you use AI tools to support this process?
Sometimes—but only as a starting point. You’ll never get generic prompts or AI-generated fluff. If a tool helps us clarify language or pressure-test ideas, we’ll use it strategically. But the thinking, coaching, and decisions are human.
Are our sessions confidential?
Completely. Everything we discuss stays between us—no notes shared, no summaries circulated except with you–and not if you’d prefer that I don’t. My loyalty is to you, even if your employer’s paying the fees. I will be transparent with you about what I plan to share with whoever’s signing off on the invoice. Likewise, if you’d like help bringing something to your manager or HR, we’ll work on how to do that together—but nothing leaves our sessions unless you say so.
What if my company already offers internal coaching or leadership programs?
That’s great. Take advantage of them and bring what you learn to our work, as those trainings are built to instill specific cultural values that reinforce what we do.
Our work complements other training programs—it doesn’t compete, unless you discover your work culture conflicts with the personal values we uncover in our work.
Internal programs often have limited scope or reporting requirements. This space is just for you: confidential, candid, and shaped entirely by your needs and ambitions.
Don't see your question?
We're happy to talk through your specific concerns—no pressure, no obligation.
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