Frequently Asked Questions

FAQs About Leadership Coaching

  • Leadership coaching is a structured process designed to help you achieve your leadership goals more efficiently and effectively. Most leaders have a clear sense of what they want to accomplish, but sustaining change while managing competing priorities and time constraints can be challenging. Coaching helps you eliminate barriers and makes achieving your goals easier by customizing the approach to you, your goals, and your context.

    Sessions typically begin by clarifying your goal, defining what success looks like, and identifying the patterns or habits that may be holding you back. From there, we focus on developing more effective behaviors and strategies.  A coach doesn't give the answers;  they ask questions to help you find your best solution.  This personalized process makes coaching more effective than the typical advice you’ll find on the internet or in leadership books.

  • That depends on you, your goals, and how frequently you meet with your coach.

    Most clients notice meaningful shifts in perspective and behavior within the first one or two sessions. Deeper, more lasting change typically takes three to six months.

    Some leaders choose to work with a coach on an ongoing basis; not because something is wrong, but because they're committed to continuous growth and value having a dedicated space to think at a higher level.

  • The methodology is the same. Leadership coaching is a broader term that applies across all levels of an organization. It encompasses everything from self-leadership and team leadership to strategic or enterprise leadership.

    The primary difference between executive coaching and leadership coaching is the client's seniority and the organizational stakes involved. Executive coaching typically refers to coaching at the C-suite or senior executive level.

    My leadership coaching focuses on the director through C-suite levels.

  • A credentialed leadership coach will:


    • Clarify your goal and partner with you to define what success looks like

    • Understand what, if anything, is standing between you and your goals.

    • Ask questions to identify assumptions and habituated thinking you may not be aware of.

    • Challenge you to consider alternative perspectives and approaches

    • Hold you accountable to your coaching commitments.

  • Yes. Skilled coaches work with specific challenges all the time. The more specific you can be about what you want to work on, the more focused and effective the coaching becomes.

  • Start by identifying the main coaching credentialing organization in your region and its different credentialing levels. The International Coaching Federation (ICF) is the main credentialing organization in the US, while in Europe, the EMCC is widely recognized.

    Look for coaches who hold a recognized credential. This ensures that they have completed the required coaching and training hours, had their coaching evaluated by master coaches, and passed the credential exam. 

    From there, consider their professional experience. Do they have experience working with leaders at your level? What is their professional background?  Does their coaching philosophy and approach resonate with you?

    Most coaches offer a free exploratory or discovery call. This allows you and the coach to evaluate fit. Be direct about what you want to accomplish. An experienced coach will be candid about their experience helping other clients with similar goals. 

    During the call, notice if the coach’s coaching style resonates with you. Do you feel understood by the coach? Would you feel comfortable being challenged by them?

    You may want to to speak with two or three coaches before deciding.


  • A typical session runs 45 to 55 minutes

    You bring to the session a situation, challenge, or decision you’d like to discuss in the context of your overall goal. From there, your coach will ask you questions to help you unpack the topic, identify assumptions, and surface options you may not have considered. Sessions end with you committing to specific actions before the next meeting. 

    You’ll leave with greater clarity and clear next steps. It's part discussion, part strategy, part accountability, with the focus on you and what you want to achieve.

  • Clients regularly report greater confidence, better communication, clearer thinking, stronger relationships, and faster career advancement. The question isn't whether coaching works; research shows that it does. The question is whether you are open to self-discovery and behavioral change.

    Coaching is especially valuable if:

    • You know what you should do, but you’re not doing it

    • You’re operating at a level where the cost of unclear thinking is high

    • You feel stuck, and it’s affecting your performance or satisfaction

    • You don’t have a thought partner, and you’d like one

  • A mentor leverages their experience to give advice and perspective. A consultant diagnoses problems and prescribes solutions. A coach does neither.

    Coaches follow a structured process to help you discover the best approach for your specific situation. Leadership coaching helps you identify the most effective way for you to achieve your vision.

  • You'll start with a current-state assessment that establishes where you are now, relative to where you would like to be. From there, you and your coach will establish a goal and agree on how success will be measured. 

    During each session, you and your coach will review your progress and adjust anything that isn’t working. You’ll iterate and optimize just as you might in your professional role.

  • You might benefit from a leadership coach if you're feeling stuck in your career,  dealing with an ongoing conflict, or ready to perform at a higher level, but you're not being recognized  If you find yourself thinking "I know what I want, but I can’t figure out how to achieve it",  that's a strong signal that coaching could help.

  • Leadership coaching is valuable for anyone who leads people or projects, including emerging leaders, mid-level managers, and high-potential individual contributors.

  • Here are the key markers of a good leadership coach

    • They have relevant credentials and real-world experience. Look for recognized certifications combined with professional leadership experience. That combination brings depth that training alone can't replicate.

    • They ask questions instead of giving answers. A session with an experienced coach should be less about receiving advice and more about having a mirror held up to your own thinking.

    • They are warm and direct. You should feel comfortable being honest with your coach. And, they should challenge you to grow. 

    • They hold you accountable. Your coach should track your commitments, ask about them, and create space to reflect on the commitments you honor and those you don’t.

    A great leadership coach is part thinking partner, part challenger, and part accountability system while being committed to helping you become the leader you're capable of being.

  • The first step is a free 30-minute Leadership Impact Call. The call is a chance for you to share what you're working on, ask questions, and get a clear sense of whether coaching with me is the right fit.

    If it is, we'll define a clear goal, establish a baseline, and agree on how we'll measure progress. From there, we meet regularly for focused, structured sessions. In between sessions, as you apply what we've worked on to real situations.

    Schedule your Leadership Impact Call

  • Common reasons leaders work with a coach include:

    • Developing their executive presence and leadership brand 

    • Managing larger, more complex teams or organizations

    • Navigating a new role or promotion

    • Managing up and building influence 

    • Navigating organizational politics

    • Managing conflict and difficult conversations

    • Shifting from an operational to a strategic mindset

    • Building self-awareness and understanding others’ perspectives

    • Identifying habits or patterns that are limiting their impact

    • Processing 360 feedback

    • Leading through organizational change or uncertainty

    • Overcoming impostor syndrome

    • Strengthening communication and persuasion skills

    • Building confidence and owning authority in high-stakes rooms

  • Yes, there is a growing body of research that supports the effectiveness of coaching including:

    Leadership Effectiveness Through Coaching: Authentic and Change-Oriented Leadership

    What can we know about the effectiveness of coaching? A meta analysis based only on randomized controlled trials

    Comparing the Effectiveness of Individual Coaching, Self-Coaching, and Group Training: How Leadership Makes the Difference

    Meta-Analysis on Coaching Outcomes

  • Leadership coaching can range from a few hundred dollars per session to several thousand, depending on the coach's experience, the client's seniority level, and the scope of the engagement.

    Is leadership coaching worth the price?  Most clients find the ROI significant, whether measured in promotions earned, confidence gained, or the quality of the projects they are chosen to contribute to.

    You spend a substantial portion of your life at work. Coaching is an investment in both your professional success and your long-term satisfaction

FAQ’s About My Services

  • Yes. I hold several credentials, including: 

    • Professional Certified Coach (PCC),  International Coaching Federation

    • Senior Practitioner,  European Mentoring and Coaching Council

    • Certified Organizational Coach,  Solutions Academy

    • Certified Professional Co-Active Coach (CPCC),  Co-Active Training Institute

    I am also trained in delivering 360-degree feedback on various 360-degree tools.


  • Both. Before becoming a coach, I spent two decades leading marketing and account management teams for Fortune 1000 companies, including global brands such as Tory Burch, Lands’ End, Skype, and TIAA Bank. I’ve lived the leadership challenges my clients face, which means I bring both firsthand experience and coaching expertise to every engagement.

  • I offer one-on-one leadership coaching for ambitious professionals who want to translate strong performance into great impact and career growth. My coaching is data-driven, solution-focused, and built for leaders ready to operate with greater confidence, clarity, and impact.

  • Yes. My clients are typically Directors through C-suite executives at large and mid-sized multinational organizations in technology, consulting, pharmaceuticals, and finance. I've worked with Executive Directors, Chiefs of Staff, and other senior leaders navigating high-stakes career decisions. I’ve coached hundreds of clients across 28 countries.

  • We start by defining a clear outcome: what you want to be different, and how we'll know we've achieved it. From there, we identify what's actually getting in the way because the presenting problem is often a symptom, not the root cause.

    Sessions are focused and pragmatic. You bring a real situation; we clarify the objective, pressure test your assumptions, and translate them into specific actions. Over time, we're not just solving individual challenges, we're evolving how you think and operate as a leader.

  • Here are a few examples:

    • A director had been passed over for a promotion because he was overly verbose. Together, we identified that the belief driving his behavior was a genuine desire to be helpful. Once he understood that, he reframed his approach and refined his communication. Within a few months, his leadership team noticed the shift, and his contributions began landing with far more authority.

    • A Chief of Staff came to me because her role was at risk due to a strained relationship with her new leader. We clarified what she wanted, identified the patterns holding her back, and focused on targeted behavioral shifts. Within six months, her leader recognized her transformation and offered her a choice opportunity that became a pivotal next step in her career.

    • A third client had lost confidence in a challenging environment. Through our work, she rebuilt her sense of agency, advocated for herself effectively, and ultimately chose to stay in the role because it aligned with her broader priorities.

  • Capable, thoughtful leaders who aren't advancing the way they should be and know something needs to change, even if they can't pinpoint exactly what. They're open to examining their own thinking, willing to act on what they discover, and ready to close the gap between where they are and where they want to be.

  • Clients report that I help them identify the core issue quickly and translate that insight into actionable change. Many coaches focus more on reflection, while I balance that with forward momentum so clients achieve not just clarity but also actionable steps to move them closer to their desired outcome.

    I also work at the level of how leaders are perceived, especially in high-stakes environments. For example, I often help clients refine how they communicate so that their perspective is understood and appreciated.

  • I maintain strict confidentiality in line with the ICF's professional standards. If your organization is sponsoring the coaching, I'm glad to align on high-level goals at the outset. Beyond that, nothing is shared with your organization unless you choose to share it yourself.

  • That depends on you, your goals, and how frequently you meet with your coach.

    Most clients notice meaningful shifts in perspective and behavior within the first one or two sessions. Deeper, more lasting change typically takes three to six months. Some leaders choose to work with a coach on an ongoing basis; not because something is wrong, but because they're committed to continuous growth and value having a dedicated space to think at a higher level.

    Each engagement begins by defining your goals, establishing a baseline, and agreeing on how we'll measure progress. From there, we meet regularly for focused, structured sessions. Between sessions, you’ll apply what we've worked on in real situations. This is where the most meaningful shifts happen.

  • Leaders who get the most from coaching often aren't struggling; they're performing well and want to perform better. Maybe you’ve hit a ceiling you can't quite see. Maybe you’re getting feedback you don’t fully understand. Or maybe you’re stepping into a bigger role and want to get ahead of the transition, not catch up to it.

    If you're asking whether coaching might help, that's usually a good sign that it will be helpful.

  • We define this together at the start of every engagement. That might mean securing a promotion within a defined timeframe, receiving measurably different feedback from your stakeholders, or navigating a specific high-stakes situation with a clear outcome.

    I use structured check-ins to track progress. You'll know what we're working toward, and you'll be able to see how far you've come.

    If we're not making progress, we name that and adjust.

  • Company sponsored coaching is valuable,  but your organization is the client, not you. The goals, the framing, and sometimes the agenda are shaped by what the company wants to develop in you.

    When you work with me privately, you are the client. The goals are yours. The conversation is always confidential. And if what's best for you is leaving the organization, we can explore that without any conflict of interest.

    For senior leaders navigating complex, politically sensitive, or deeply personal career questions, this can be an important distinction.