• Individual coaching is for managers, founders, and leaders of small to medium-sized teams (typically 5 to 25 people), along with professionals preparing to jump to management

• Coaching for job seekers is for anyone in a job search

• Training and workshops are designed for organizations
  

My coaching practice is flexible and based on client goals, but it generally breaks down into two areas:

1) Coaching for managers – we work on creating inclusive workflows, process, and operations, along with core skills like negotiating, learning to “read the room,” developing trust with your direct reports, and listening to/championing your team.

2) Coaching for job seekers – includes networking, positioning your resume/application materials, how to screen organizations for red (and green) flags, interview prep, negotiating, and how to read the room and onboard during your first 90 days.

Each person is different, and your goals and outcomes will vary. I encourage clients to focus on setting measurable & achievable goals, something that has helped me as a hiring manager and leader in my own career.

Here are some examples:

• Create a personal and re-usable framework for negotiating salary & benefits (metric: increase my salary by X%).

• Increase visibility and respect from leaders at the same level across the organization (metric: five public hat tips/company-wide mentions of my successful work within six months and one opportunity to take on an important project or gain a promotion).

• Learn to read the room at two levels (my boss and boss’s boss) to advocate successfully for my team (metric: at least two opportunities for an important project or increase in salary/title for my team members within 12 months).
  

As a former marketer & journalist, whenever I see a person or company go viral for any reason (good or bad), I know there’s usually a backstory involved.

In most cases, by the time you arrive at a big moment the decision is already made because of past work and habits. Consistent choices and practices add up to an individual perspective, team culture, or even company DNA that, once amplified, can add to the world in meaningful ways or, conversely, create significant damage.

Building teams that are ethical, inclusive, and that perform at a high level takes consistent practice, and that comes from transparently talking about and sharing power & decision-making early and often.

I also incorporate this same mindset in my own business. Being an early manager means being willing to build your operating system (OS) transparently and teaching the people who work with / for you to create their own OS, too.

Early in my career, I noticed that meaningful, inclusive beliefs and practices in the workplace came from understanding and using power. This was even more evident when I became a manager & leader.

Working across various organizations, I’ve seen first-hand that hiding how decisions get made creates a higher level of risk. I wrote about this a few years ago in a piece titled “When to show the OS.”

In my experience, achieving that balance keeps leaders and their teams ethical and at the same time, also serves as a powerful lever for growth and scale. As a result, I regularly advise the people and organizations I work with to talk about power openly and transparently, and it is something I practice myself.

Working with me as a coach is straightforward. You can schedule an intro call (30 minutes - no cost)

Then, if it feels like a fit, we will schedule our first coaching session, and I will share a quick goal-setting prompt to get started.

In between coaching sessions, I’m available for quick questions & feedback during business hours via LinkedIn direct message or texting. I also use email, audio clips, and Loom (recorded video screenshare) to share personalized tips, resources, and guidance.

Clients often describe me as flexible but focused. I’m here to help you reach outcomes that are meaningful to you, and as we get to know each other, you can expect that I’ll start thinking of ways to not only be in your corner but to find other people & resources to connect you with.

Note — if I am not a fit for you as a coach, I’ll be happy to refer you to other coaches I know. This can be a direct referral to someone I have experience with or a more casual recommendation.

Most clients work with me for 2 to 3 months, and you can start or stop your subscription anytime.

If you are making a big jump in your career or developing foundational habits, we may work together for a longer time period, and I do have coaching clients that have been with me for 6-8 months.

My schedule is flexible, but I typically work with clients between 9a and 5p MST. I’m happy to schedule a regular day/time for us to meet or we can agree on timing on a case-by-case basis.

Yes, in many cases, you can negotiate leadership coaching as a benefit your employer provides.

Some companies & organizations will offer a stipend or reimbursement when you work with a coach individually, while others will pay a coach or coaching firm to conduct training or 1:1s with multiple managers or leaders.

When opening a conversation and/or negotiation, I recommend including the following elements:

• Coaching increases your value to the organization - you will be able to move faster & align your team, increasing productivity and reducing friction.

• Coaching positions you to see new business opportunities - developing your leadership style & practices will prepare you to see and validate new lines of business with vendors, partners, and external audiences.

• Coaching improves retention - the job market is changing at an incredibly rapid rate, and employers are struggling to keep their most talented employees, so leadership training not only helps you improve your EQ & team development skills it also increases your team’s sense of belonging and value.

Yes, as a member of the LGBTQ+ community myself, I appreciate the opportunity to work with clients who have a broad range of experiences, backgrounds, and identities.

I believe that talking openly and transparently about who we are, what motivates us, and how we live our lives is vital. No matter what your experiences and identities are, I welcome the opportunity to help you explore how they are an asset to your leadership style & practices.

In general, therapy can help you identify and process your existing beliefs and practices personally, while coaching creates a map for your future as a professional.

Occasionally, there is some overlap — for example, you may share a specific scenario for us to work on that evokes a powerful thought, feeling, or pattern from your childhood or early in your career. Noticing and processing these “roots” in your life is crucial to developing your unique leadership style.

However, therapists are licensed medical professionals with a depth of training in how to help you understand and process your own emotional and social well-being. This is particularly important if you are dealing with multiple layers of trauma in your personal life, either in the past or present. For that reason, I recommend that all of my clients consider working with a therapist.

No, I do not. While that type of work is essential, and I am a fan of many practitioners in the field, it is not my area of expertise. If I notice your organization would benefit from this type of training or consulting during our coaching work, I will let you know.

Below are a few people in the field whom I respect and encourage you to engage with.

Future of SEL (USA) — offers leadership consulting, coaching, and speaking engagements with a focus on social-emotional development. You can follow their founder and CEO Future Cain on LinkedIn.

Indelible Impressions Consulting (USA) — provides data-backed DEI+B strategies and consulting and coaching. You can follow their founder and CEO Yvonne Alston on LinkedIn.

Critical Equity Consulting (USA) — creates organizational change strategies focused on equity & justice. You can follow their founder and CEO Farzin Farzad on LinkedIn.

Master Trainer TMR & Associates (USA) — offers corporate training and consulting around diversity, equity, inclusion, anti-racism, well-being, and leadership. You can follow their founder and CEO Theresa M. Robinson, ABD on LinkedIn.

All Things Equitable Inc. (Canada) — provides system-wide assessments, training, policy & compliance development, and DEI consulting. You can follow their founder and CEO Janelle Benjamin on LinkedIn.

Everyday Inclusion (Australia) — delivers management training & DEI consulting for managers and leaders. You can follow their founder and CEO Gloria Tabi on LinkedIn.

I do not hold a certification currently, however, I am considering education via the Center for Executive Coaching and Co-Active Training Institute, and certification via the International Coaching Federation (ICF). I will update this FAQ once I move forward.

As with many fields, education & certification can be helpful but is not a guarantee that a coach will provide a high level of value and/or be a fit for you. In my experience, in some cases they may even counteract your lived experience.

For example, negotiation and clear communication (two key elements of leadership) are often viewed and utilized very differently based on who has power. Education on related skills and practices will vary because of that.

That said, any coach you work with should be able to explain how and why a specific certification or course has strengthened their practice. Ultimately, my recommendation is to work with a coach who:

• Connects with your journey and background

• Has relevant experience working with the type of leaders you are modeling yourself after

• Provides frameworks & a practical approach that help you not just think & feel better but measurably and visibly change your practices to become a better manager and leader
  

Yes, I often share with my clients that it is critical to have multiple types of support when developing your approach as a manager or leader.

Having at least 3 to 4 different inputs will accelerate your growth and widen your perspective. Sometimes, we lean too heavily on one thing, and it becomes less effective as a coping skill. It can also be very frustrating.

Below are a few things I recommend to clients:

• Working with a therapist

• Talking with family and friends who don’t know your work situation and can lend a sympathetic ear

• Connecting with peers - for example, if this is your first time leading customer support or design team, find & stay in touch with managers on a similar track

• Chatting with mentors - it can help to talk with people who have relevant experience in your field or a similar discipline

• Audio & writing tools/apps - it is essential to get the thoughts out of your head, this can be recording voice notes, writing in a daily journal, or keeping a google doc where you add 1 to 2 ideas per day to help you think out loud
  

While there is no perfect answer to this question, I recommend reading the articles here, here, and here to understand how coaching works. I’ve also included a quick comparison below that some of my clients find helpful. My practice is focused on executive & leadership coaching for new managers.

Career Coach - helps you explore what motivates you & gives you purpose, works with you to define your long-term career and life goals and teaches you to engage your network and build relationships with mentors and peers. Can but does not always include specific job search coaching and skills.

Executive Coach - often has some overlap with a career coach, but is more focused on executive-level functions like teaching you how to negotiate, how to listen, motivate and champion your team, how to position yourself & talk about your work, and leadership communication skills in fast-moving and complex situations.

Business Coach - works with business owners & founders, guiding and clarifying the vision of the business, helping you create processes and operations as you scale, and connecting you with various resources and support that grow your business.