How It Works

There are two ways to get started—with a workshop or with coaching. Workshops are best for situations where you need to brainstorm solutions for specific problems. Usually, the situation will require you to come up with a plan of action and implement it within your team. Coaching is best for challenges that are more personal and that may require you to closely examine your thoughts, emotions, experiences, and values. You can choose one or both strategies, depending on your needs.

Anyone in a leadership position (lead, manager, supervisor, head of department, owner, etc.) can sign up for workshops and coaching–regardless of your position in the leadership hierarchy. Leaders from all industries are welcome. At this time, workshops are limited to a maximum of 3 participants. Coaching sessions are limited to a maximum of 1 participant.

Workshops|I will provide you with a short intake questionnaire that will help me tailor the workshop content to your interests. We will work together to identify a challenge that you would like to address and apply concepts and strategies from the field of organizational development to your challenge. I will walk you through exercises that will help you understand your challenge better, and begin to think about how you can use your personal strengths and resources to address it. By the end of the workshop, you will be able to generate actionable ideas to address your challenge. When your strategy involves changing your own behavior, your expectations of your team, or the culture of your workplace—these changes take time and consistent effort to establish. You may face resistance from your team. You may find your enthusiasm for change waning. You may make some mistakes along the way (It’s okay, we all do!). Whatever the case, I offer follow up sessions to help you persevere, maintain clarity, and adapt as you go.

Surveys | Optional employee surveys are available when you choose to do a workshop. Conducting surveys can be a great way to get a more accurate sense of how your employees are experiencing their work environment. Employees may feel more comfortable sharing their thoughts through anonymous surveys than they would when speaking directly with their manager or boss. The surveys I offer cover a range of topics, including employee satisfaction, work stressors, workplace incivility, supervisor support, and job-related affective well-being. I have designed the surveys to be relatively brief, but thorough.

Coaching |Coaching sessions are a safe space where you can express vulnerability and self-doubt, wrestle with difficult situations, and find your own way forward. My job as a coach is to listen non-judgmentally, ask powerful questions, and help you identify your personal strengths and resources. Coaching sessions last one hour each. Coaching can be based on workshop topics or any topic related to your leadership role that you would like to discuss. It’s natural for goals to shift over the course of one or multiple coaching sessions, and clients are free to change the focus of the coaching at any time. Coaching is not therapy. Typically, therapy focuses on an individual’s deficits and seeks to improve their functioning by working with the individual’s emotions. Coaching focuses on increasing an individual’s sense of fulfillment by working with goals and actions. Coaching is a relationship between peers that takes a growth-oriented view of the client. In other words, in coaching, I believe that clients are experts in themselves, that clients possess the ability to solve their own problems, and that clients must design their own actions. The role of the coach is facilitator, not expert or instructor. Clients are free to schedule coaching sessions as needed, with no minimum number of sessions required.