"Integral means comprehensive, balanced, embracing. When it comes to human beings, integral means maps, models, and practices that include the full spectrum of human potentials, often summarized as 'exercising body, mind, and spirit in self, culture, and nature."

—Ken Wilbur, The Integral Approach

My Coaching Philosophy

I take an Integral approach in working with my clients. This whole-being approach opens up vast development opportunities and enables clients to achieve the ability to self-correct and long term sustainable improvements.

All coaching programs are custom-designed to meet individual goals. I utilize a number of methodologies and tools including Myers Briggs, DISC, 360 assessments, self-reflection and practice exercises to help clients identify what is holding them back from achieving optimal performance. I also leverage clients' strengths to achieve their goals.

Before you engage in a coaching program it's important that you consider the following:

  • Coaching involves self-reflection and practice to develop self-awareness. It's only through self-awareness that positive sustainable change occurs, and achieving self-awareness requires the willingness to honestly look into yourself.
  • For fast-paced leaders, this requires developing mindfulness skills and carving out time in your schedule for your coaching program.

Coaching Process

  • Initial meeting:  When choosing a coach, it's important to understand one another's values. (Create click to values). To accomplish this, we meet in person or video tele-conferencing to be sure there is a good fit between client and coach.
  • Intake and Assessment:  We schedule time for an In-Take conversation to understand you, your organization, your background and behaviors, and to define your coaching goals. We will also determine if any assessments are needed at this time. (360 Feedback, DISC, Myers Briggs, StrengthsFinder, or peer/manager interviews).
  • Coaching Program:  Utilizing input from our In-Take conversation, I will create a customized integral coaching plan including coaching goals and success outcomes.
  • Goal Setting:  Our first coaching session involves reviewing your coaching goals and success outcomes, making any necessary modifications and establishing our coaching schedule.  
  • Ongoing Coaching Sessions and Skill Development: Executive coaching engagements range from 3-12 months, depending on your needs. Six months is most common. We will meet once per week in person or over video conferencing for 1 to 1.5 hours.  Our meetings may shift to bi-weekly meetings over time. All coaching sessions will be held in strict confidence with deep conversation oriented towards reaching new understanding, shifting behaviors and achieving your desired results.  Meetings end with a summary of assignments, skills, practices, or self-reflective exercises that apply to achieving your goals.  

Past Client Coaching Results

Coaching involves working with clients to leverage their strengths and to assist them to understand the behavior patterns that get in their way of attaining their goals.  Following are some past client successes:

    • A CEO achieved success and balanced intense workload in a merger acquisition (creating vision, team alignment, and managing complexity)
    • A CEO resolved conflict, aligned team roles and responsibilities and developed a strong, successful executive leadership team.
    • Improved working relationships between a CEO and the Board of Directors.
    • An Operations Manager learned to better manage his priorities, delegation skills, and holding team members accountable.
    • An exhausted VP in a fast moving Fortune 50 company achieved a renewed energy level, increased confidence, and excitement for work.
    • A new President improved her delegation skills, her ability to let go of control, and the need to micromanage her team.  
    • A new Sales VP developed the confidence and skills to work with an established sales team. He established a new system for planning which resulted in better overall team alignment and performance.    
    • A company President developed emotional intelligence, empathy, and active listening skills.
    • A VP new to his position developed improved communication behaviors to clarify expectations, provide honest feedback, and to speak his truth. 
    • A senior executive greatly increased his productivity by changing his behaviors and adopting a system to establish priorities and order. 
    • A mid-level manager on probation successfully shifted his behaviors and successfully retained his position.
    • A Senior VP, with a military background, successfully shifted his authoritative behaviors to build assertiveness skills and the capability to effectively manage conflict.
    • A senior female manager learned how to retain her own style and be successful working in an all-male environment.
    • A President developed a deepening capacity to manage his ADHD and learned to manage distractions and gain focus; resulting in improving his overall business success.
    • A company President strengthened is executive presence to inspire positive change.
    • A strong leader became aware of his ego and the negative impact it was having on his performance and adopted new behaviors.
    • A retiring CEO successfully transitioned from her company position to starting her own company.
    • Assisted a young professional to successfully move through challenging life changes with courage.
    • Worked with a female professional to own her own power and gain self-confidence.
    • Worked with a college graduate to identify how he could best leverage his college education and to secure a new position.
    • Worked with a senior Fortune 500 executive to learn how to manage priorities and how to balance work and home life.
    • Worked with a medical professional to balance her stress at work.
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