Executive Coaching

You've built real success. The systems that got you here stopped being enough.

Maybe you're navigating a team that doesn't quite understand how you work. Maybe the gap between what you see and what you can execute through others keeps widening. Maybe you've gotten feedback that doesn't quite fit, from people who don't quite get you. Whatever brought you here, you already know that generic executive coaching wasn't built for your brain.

This Is Coaching Built Around How You Actually Think

My coaching is grounded in organizational psychology, ADHD-specific research, and almost two decades of mindfulness practice. We work on leadership identity, not just tactics. We develop the kind of executive presence that comes from knowing yourself well, not from performing a version of leadership you never chose. We build organizational systems that leverage how you actually think.

Evidence-based assessments (e.g. Hogan, Leadership Circle Profile) are available to add depth and data to the work. For longer engagements, stakeholder interviews give us a richer picture of how you're landing with the people around you.

Sessions are 50 minutes, every other week, with voice note support between sessions for the insights that can’t wait. Assessment debriefs are 90 minutes.

Choose Your Engagement

Not Sure Which One? Start With Where You Are.

3 Months - One Thing Done Right

Best for leaders with a specific, well-defined challenge you want to work through: a difficult stakeholder relationship, a team dynamic that's gotten stuck, or a concrete shift you're trying to make in how you show up. Three months gives us enough runway to go deep on one thing and actually move the needle.

6 Months - The Patterns Underneath the Problems

Best for leaders navigating a significant transition, like a new role or a new level of complexity. You may be in a company that's scaled faster than the systems holding it together.

Six months gives us enough time to work on two things at once. We address the practical challenges in front of you, and we also look at the patterns underneath them: the version of yourself you've been performing for years and whether it still fits, what happens when the work stops activating you the way it used to, or how you've learned to translate the way you see things for people who don't see it the same way. Those patterns shape how you lead far more than any tactic does, and they don't shift quickly. Six months gives us the runway to actually move them.

12 Months - The Full Scope of the Work

Best for leaders playing a longer game. If you're managing significant stakeholder complexity, turning around team performance, shifting organizational culture, or preparing for a meaningful career leap, twelve months is where we can do the full scope of that work. 

This is also the only engagement that includes formal stakeholder interviews, which we use to build a clear picture of how your leadership is landing and where the real leverage points are.