About

I've spent more than two decades developing leaders at critical transitions — watching what happens when talented people step into bigger roles and the gap between who they've been and who the role requires starts to show. That pattern is what I coach.

I've spent more than two decades watching what happens when talented people get promoted.

They arrive prepared. They know the work. They've earned the seat.

And then, somewhere in the first year, the gap shows up.
The habits that made them excellent start working against them. The identity that carried them here doesn't fit what the new role requires. And because they're high performers, they double down on what's always worked — which makes it worse.

That's the pattern I coach.

It's not always a promotion.

Sometimes the market shifts and the role changes underneath a leader who hasn't changed with it. Sometimes a new hire disrupts the team dynamic. Sometimes the organization grows faster than the leader's identity does.

The trigger varies. The pattern doesn't.

My approach is diagnostic before prescriptive.

I don't build a coaching plan until I understand what's actually happening. That discipline keeps the work focused on what's real — not what's presenting on the surface.

Most coaching fails because it addresses the presenting issue instead of the real one. A leader comes in saying they have a delegation problem. What they actually have is an identity problem — they haven't let go of who they were in the last role.

That distinction is everything.

My Approach

Most coaches start with a plan. I start with a diagnosis.
Before any coaching plan is built, I spend time understanding what's actually happening — not what's presenting on the surface. The presenting issue is rarely the real one.
Once we have clarity on what's real, we build from there.

Who I Work With

Directors and VPs six to twenty-four months into a new or expanded role. High performers preparing for promotion who want to close the gap before the offer comes.
Leaders whose previous success is no longer enough — because the role now requires a different version of themselves.

Credentials

ICF Professional Certified Coach (PCC)
MA Organizational Leadership, Gonzaga University
Master Certificate in Organizational Leadership Coaching,

Northwestern University
27 years developing leaders at critical transitions