Coaching is a professional partnership, but it’s also deeply personal. Chemistry is at least as important as the match between your needs and a prospective coach’s experience, training, philosophy, and approach. When you reach out to me, our first step is a complimentary informational call where we dig into what you’re looking for, ask and answer questions, and ensure we’re a good fit. If we aren’t, I will gladly refer you to other talented coaches in my network.

In addition to direct corporate executive and leadership experience, I have 12 years and over 6,250 hours of professional coaching under my belt (the threshold for the highest credential offered by the International Coaching Federation, the Master Certified Coach, is 2,500 hours). I am also a Certified Team Performance Coach (CTPC) and a Certified Professional Co-Active Coach (CPCC).

My passion for measurement-based investments has led me to certifications in several data-driven assessments for individuals and teams. Individual assessments include The Leadership Circle Profile, Hogan, and TILT365. Team certifications include the Team Diagnostic and Hogan. I am certified in all of Dr. Brené Brown’s programs—Dare to Lead™, The Daring Way™, and Rising Strong™.  I have also completed courses in Adult Development Theory and the Art of Developmental Coaching, the Neuroscience of Coaching, and somatic coaching.

On the academic end, I have a Masters’ degree from Georgetown University and a Ph.C. from the University of Washington. I am also a graduate of the Strategic Marketing Management Program at Stanford Business School.

As you can tell, I love learning and make it a continuous priority.

I have partnered with leaders and teams in organizations of every size, in over 25 countries. My client list spans diverse industries and sectors and includes Amazon, Brooks Sports, Facebook, HP, Microsoft, Starbucks, T-Mobile, U.C. Berkeley, the US Military, Yum! Brands, Zillow, and various startups and nonprofits.

Absolutely! While I’m based in Seattle, my practice is global and spans six continents. For the last decade, I’ve done a lot of my work through video-teleconferencing and communications platforms like Microsoft Teams, Zoom, and BlueJeans. I also travel to my clients’ locations for in-person consultations and team facilitation.

I hold myself to the International Coaching Federation’s code of ethics, which covers confidentiality and other ethical standards here. Additionally, I will include confidentiality specifics (including any exceptions you request) as part of our formal agreement.

Please email me at lg@infinite-impact.com or call me at 206.669.6608 with any questions this FAQ didn’t answer. I’d love to hear from you.

Executive and Leadership Development is a customized one-on-one partnership that helps build your effectiveness and fulfillment as a leader. It is equally useful for new-in-role executives who must quickly and visibly scale to new challenges and for more tenured leaders who feel they no longer get honest feedback. And everyone in-between!

The best executive and leadership coach has first-hand corporate executive experience and professional coach training, is comfortable speaking truth to power, and can quickly grasp and hold your larger context without being influenced by its politics and personalities.

This unique perspective positions the coach to be an impartial ally who helps you assess and build immediate and durable critical leadership muscles on a variety of topics (see below).

Our partnership is safe and confidential, and the benefits are immediate, real, and durable.

I work with the whole person, not just the issue of the day. We work to strengthen your foundation as well as your capacity to lead courageously through the toughest challenges you face.  

Foundational issues may include contextual awareness; clarifying and operationalizing your values and purpose; scaling to larger and more complex remits; the ability to see other perspectives and make a resonant choice; the capacity for constructive reflection, self-awareness, self-management; trust and relationship-building; reset and recovery skills—and much more.

While strengthening your foundation, we use your most pressing issues as critical gateways to improve immediately visible on-the-job performance and effectiveness. Here is a partial list of reasons that brought my clients to coaching:

• I want to find and communicate my authentic leadership footprint and vision. Or: I want to learn to articulate my mission and goals in a clear and inspiring way.
• I am having trouble scaling to my new role. Or: feel I’ve grown as far as I can in this role, but I don’t know how to take the next step.
• I am battling imposter syndrome and am questioning my value and impact.
• I struggle to communicate executive presence, confidence, and maturity.
• I am having trouble influencing people and decisions where I don’t have direct authority.
• I’m expected to lead teams in other countries or regions, and I’m not confident about navigating across cultures. 
• I want to build a more diverse and inclusive culture, but I am worried I will get it wrong.
• I’m not inspiring or leading my people and my team effectively. Or: I can’t seem to hire/grow/retain the best people.
• I’m being asked for my leadership/succession plan. I don’t have one.
• I need to learn how to mentor and skill-up others in my company.
• I feel people are just saying what they think I want to hear, and I’m looking for an honest assessment and a credible, neutral sounding board and confidante.
• I’m in my “dream job,” but I’ve lost focus and/or passion for my work, and I don’t know how to do anything else. I feel overwhelmed. I’m missing my own key deadlines and goals.
• I have been through a lot and have lost my mojo. I can’t seem to recover from failures and setbacks.
• Other people have told me I might benefit from coaching.
• I actually think I’m doing pretty well, but I always strive to be the best I can be.

As a former executive responsible for budget allocation, I am a big believer in measurable investments. I have certified in several handpicked, industry-leading 360 and self-assessment frameworks, including The Leadership Circle Profile, Hogan, and Tilt 365.

360 assessments give us an all-round view of your perceived leadership effectiveness. Most start with an online survey sent to a nominated group of evaluators including your manager, direct reports, peers, and other stakeholders. You take the same survey. The all-up report provides great data, as does the comparison between your self-assessment and evaluator assessments. We use the data to build a smart development plan, which we then action through 1:1 work. At the end of the coaching period, you have the option to retake the assessment so we can gauge your progress. Typically, clients see measurable, double-digit improvement (as high as 1500%) across all selected competency levers.

If your company has an assessment of choice, I am happy to explore it with you. Like you, I set a high bar for this valuable investment: a proven 360 with an established norm base and a reliable, usable report that helps us make efficient use of your dollars and our time.

In some cases, particularly with C-suite and S-level clients, I may recommend conducting live interviews with key client stakeholders instead of, or in addition to fielding an online survey. Let’s discuss your needs and go from there.

First, contact me at lg@infinite-impact.com or call me at 206.669.6608. Our initial dialogue will help us determine if we are a good fit.

From that conversation, I will generate a customized plan with program specifics, including a recommended approach, number of sessions, process, and cost.

We then formalize the agreement. Typical executive and leadership development engagements last between 4 and 8 months.

Coaching starts with a Discovery Session based on an intake form that guides you through a series of reflective questions. If we’re doing a 360 (see above) or other assessment, we will layer it into our Discovery process.

Discovery lays the foundation of an awesome partnership. We accomplish three goals. 1) crystallize an action plan with specific “what” goals and metrics; 2) explicitly design the “how” of our coaching alliance, including all-important mutual expectation setting, 3) start coaching! You get immediately usable tools that I will want you to practice before we meet again.

After Discovery, we begin “ongoing coaching,” where we action your plan. We meet for 60 or 90 minutes every 2-3 weeks, so that we maintain momentum while giving you a chance to practice what you are learning. Sessions are in-person (at your office or mine) or virtual (Microsoft Team, Zoom, BlueJeans, or a video-teleconferencing platform of your choice) if needed.

We continually assess the effectiveness of our partnership, tweaking as we go.

We conclude our engagement with a specific completion session designed to capture, assess, and celebrate your progress against the goals we set; evaluate our experience; look at what’s next for you—and get you on your way. If we started with a 360, we might re-field it now or in a few months to assess your progress.

Please email me at lg@infinite-impact.com or call me at 206.669.6608 with any questions this FAQ didn’t answer. I’d love to hear from you.

Dare to Lead™ is an empirical, Courage-building program created for organizations by Dr. Brené Brown, TED speaker and five-time New York Times best-selling author

Courage is consistently identified as the #1must-have skill by C-level leaders worldwide. Dare to Lead™ equips leaders and teams with Courage in ways that generate observable, measurable, and multi-level leadership results. The curriculum breaks Courage into these four skillsets:

Rumbling with Vulnerability: The ability to stay present, curious, and open in tough moments and conversations so you can continue to see the bigger picture and model grounded leadership.

Living into our Values: Knowing what you stand for and intentionally living your life in alignment with your beliefs. In short, walking the talk.

BRAVING Trust: Seven behaviors that make up the acronym BRAVING help you build trust in relationships with others, accelerating 1:1 and team-level collaboration.

Learning to Rise: Mastering resilience, the reset and recovery skills that equip brave leaders to create an environment where people can pick up, dust off, and keep moving forward with purpose, no matter what the challenge.

Leaders and teams looking to build the skills proven to be the most critical to sustained excellence. I have used the Dare to Lead™ curriculum to help thousands of people get out of their own way and unleash their potential across industries as diverse as technology and food services, landscape architecture and construction.

While the Dare to Lead™ curriculum is typically taught “workshop-style” over 24 highly interactive hours, it is modular and very customizable for your context and needs. Each session is designed to spark engagement, creativity, and growth for each and every participant through an intentional combination of learning elements.

I am fortunate to have been invited by Dr. Brown to help pilot the program for 18 months before its release in October 2019. During that time, I was part of a small group who took the work out to thousands of leaders. Today, I am a certified Dare to Lead™ facilitator and one of only three senior mentors for the global facilitator community. I am actively involved in several aspects of curriculum development and community building and work with Brené on her diversity, inclusion, equity and belonging platform. I am also on a small, handpicked speaking team delivering Dare to Lead™-based keynotes around the world. 

Contact me at lg@infinite-impact.com or 206.669.6608. We can chat about your organization and discuss a Dare to Lead™ approach that suits your needs.

We start with your needs. I have a large, proven toolkit, so my first step is to learn more about what you are looking for so I can make the best recommendation. We go from there.

Options might include a customized Dare to Lead™ program that teaches your entire organization how to operationalize Courage, the #1 leadership skill today. Or we might go in an entirely different direction. As a former executive responsible for the bottom line, I am partial to measurement-based approaches that deliver concrete return. One of my favorite frameworks is the Team Diagnostic Assessment™, because it makes team leadership a shared accountability. From the very first step, an online assessment of the team by the team, all team members take ownership of their transformation journey.

While it is true that team and organizational transformation is never a quick fix and there are no silver bullets, every approach I’ve designed and coached has yielded demonstrable and durable value. This is powerful work and I look forward to doing it with you.

Your team will learn to co-create change and take accountability. The results are measurable and best of all, they stick.

Most current organizational and coaching approaches assess and coach the team as a collection of individuals. In this approach, assessments measure the characteristics, preferences, and performance of individual team members and the results are then compiled into a profile in which individuals can compare themselves to one another. 

In contrast, the Team Diagnostic™ assesses the team’s strengths and opportunities as a system using 2 proven long-term team performance levers: Productivity and Positivity. This unique focus on the system, vs. individuals in the system, shifts the attention and the work of the team to the team itself. 

The impact? From the first step, an online survey of the team by the team, the team takes ownership. Its health is no longer the sole responsibility of management. 

The 7 Productivity Factors include Team Leadership, Accountability, Alignment, Goals and Strategies, Decision Making, Resources, and Proactivity. 

The 7 Positivity Factors include Communication, Trust, Respect, Values Diversity, Camaraderie, Constructive Interaction, and Optimism. 

There are 4 steps to the program:

1. A baseline survey, which generates a current snapshot of your team’s self-assessment on Productivity and Positivity. 
2. An experiential workshop, where we share out the data, pick specific 2-3 Team Diagnostic competencies to work on together, and create an action plan.
3. Targeted team coaching sessions (every 6-8 weeks) with me to build skills in the focus areas and track, optimize, and advance your action plan.
4. A post-coaching assessment to measure your team’s progress and set a new baseline.

While your team coaching focus areas will be determined using your baseline Diagnostic Assessment, I’m proud to say that every single client team has seen dramatic improvement, typically in double digits, across all prioritized levers.

Absolutely! I love working with human resources teams and have a lot of experience integrating my recommended solutions with corporate measurement systems and initiatives. 

Please email me at lg@infinite-impact.com or call me at 206.669.6608 so we can talk about what you’re doing or want to do with your team and how I can help.

I will help you ignite your best creative thinking about you and your life, plug you back into your own power and help you learn repeatable skills that can help you land the change you want.

This one-on-one teaching is an invaluable investment if you:

• Feel you’ve misplaced your mojo and lost sight of your highest passions and purpose
• Are stuck in your job or out of sync in your personal relationships
• Struggle with finding balance, with saying “no” (or “yes”) or with following through
• Find that you are your biggest challenge and harshest critic

Contact me via email at lg@infinite-impact.com or call me at 206.669.6608 for an initial dialogue to determine if we are a good fit. From there I will generate a custom plan that includes duration, approach, cost, and detailed process.