Executive Coaching

According to Stanford University, one in three CEOs works with an executive coach.  Countless other corporate leaders do as well. They're like elite athletes, in training to run their fastest race or play their best game.  Times have changed from the days when coaches were brought in to solve leadership "problems."  Today, an executive coach is seen as a game-changer, raising the bar even higher for high potential and high performing leaders.


"The key takeaway for CEOs and Boards is that seeking out a coach or advisor is not a sign of a fundamental problem or weakness, but instead a key attribute of being a superior leader."

Stanford University/Miles Group 

CEO/Board of Directors Survey, 2013


Why consider a coach?

You've heard the expression that it's lonely at the top.  You've probably experienced it first hand.  You're surrounded by people all day, but you're on your own when it comes to the things that keep you up at night.  

Sometimes I'm hired as a coach for no reason other than to be a trusted advisor.  We talk about personal leadership, professional growth, and pressing concerns about the business.  More often, several other factors also come into play.

Here's the short list.


   - Capitalize on strategic opportunities

   - Cultivate an authentic leadership style

   - Align stakeholders to one vision

   - Develop accountability among teams

   - Solve problems, making key decisions 

   -  Resolve long-standing conflicts

   -  Achieve a high stakes target result 

The list goes on, but you get the idea.  Coaches provide a fresh perspective on challenging and lingering issues.  Sometimes that's all it takes to shake things loose and create momentum for progress in the business.

Of course, once you choose to work with a coach, you have an important decision to make.

How do you find the "right" coach for you? 


Choosing An Executive Coach

Choosing An Executive Coach

How do you choose a coach?

In many ways, choosing an executive coach is like choosing a business consultant.  You want someone who has worked in environments like yours and with people like you, who comes highly recommended.  There's so much value in working with a coach who gets it - who knows your world.


You'll meet coaches who are highly credentialed on paper, but have never been in an executive position. You'll find people with big and splashy programs, highly branded, who try to mesmerize you with bright and shiny objects.

Don't let yourself by lured by professional jargon and noise.  


Hiring a coach is a very personal choice.  It isn't about specific criteria, as much as it's about "fit."  Of course you want your coach to be experienced, and highly recommended by a source you can trust.  

But you'll have to trust your instincts too.  

Key Factors To Consider.

As you try to choose a coach, ask yourself these questions after you interview candidates.  It really comes down to these five areas when you're trying to make your decision.


1.   Do I value this person's career history and experience?

2.  Do I like this person?  Am I comfortable with him or her?

3.  Do I trust this person?  Will I let my guard down and share openly, without hesitation?

4.  Is feedback from others overwhelmingly positive about this person's capabilities?

5.  Am I free to choose them, but walk away if the fit doesn't feel right?


If you can answer "Yes" to most of these questions, you're making the right choice.  

Am I the right choice for you?  Scroll down for more.


My Approach

My Approach

My approach as your coach.

Every client is unique in terms of priorities, timelines, and personal preferences for working together.  That said, there are certain elements that make sense for almost everyone. Here are some of the things we'd likely focus on in our work together.

   - Understand your strategic priorities

   - Examine opportunities and challenges

   - Explore team dynamics at all levels

   - Understand your leadership profile

   - Refine your persona and presence

  - Create compelling vision and alignment

  - Cultivate your authentic strengths

  - Minimize impacts from weakness

  - Improve organizational competencies

  - Manage Executive/Board relationships

  - Develop high performance culture

  - Create the right conditions for success


The best part?

You have everything to gain and nothing to lose.  No risk.  Big potential reward.

If we start working together and you don't see value from our interaction, you aren't committed in any way to continue.  

(Thankfully, that's never happened.) 

Coaching can't be effective in a vacuum.  I tell my clients that everything they identify as an opportunity or challenge... exists in the context of everything else.  That's why we cover so much territory and that's also why my experience is valuable to the coaching process.

The biggest benefit.

I can engage with your whole team as a "consultant," or I can support you entirely behind the scenes as a confidante, collaborator, and supporter as your coach.  

So what's the real benefit?  The icing on the cake?


Pure support and guidance.

No ulterior motives.

No politics.  No positioning.

No self-serving agendas.

No concern over sharing vulnerabilities.


I'd welcome the opportunity to learn more about how I can support your success.  You have everything to gain and nothing to lose by having a discussion about how I can help.  Learn more about my background here.  Or read what others have to say about working with me here.

Or even better?  Let's talk today.