Services
Coaching built around the people side of your strategy
Every engagement starts the same way: with listening. What follows is shaped by what your leaders actually need — clearer self-knowledge, a team that decides faster, sharper communication, or a transition handled well.
Profiling & Debrief
A clear, honest picture of how you lead — and how the people around you experience it.
We start every engagement the same way — by listening to what your leaders are really saying about each other and the business. Along the way I’ll use a few well-chosen leadership instruments, but the paperwork is never the point. The point is the conversation we have afterward, sitting down together without a clock running.
What usually happens is that a leader recognizes something they already half knew, and finally has words for it. From there we pick two or three things worth working on — not twenty — and I help you say them out loud to your team in your own language.
Team Facilitation
Helping leadership teams work smarter, better, together.
Most leadership teams I meet are full of capable people who are quietly careful with each other. I begin by talking with each person privately, because people tell you things one-to-one that they will not say in a meeting. Then we get in a room together and work on the decisions that are actually on your desk this month.
My job is to keep the conversation honest and kind at the same time. When a team practices saying the hard thing in front of me, it gets easier to say it on a Tuesday without me. That is when meetings get shorter and decisions stop coming back around.
One-to-One Coaching
Private, steady work on the conversations that carry the most weight in your week.
This is quiet, confidential work between the two of us. We look at the real conversations in your calendar — the board update, the review you have been putting off, the customer call that went sideways — and we talk them through before and after. You try it, we look at how it went, you try it again.
I have been teaching the Dale Carnegie principles since 1989, and after all that time I still believe the same thing: people change when someone listens to them long enough to be trusted. Most of my clients stay six to twelve months, meeting a couple of times a month.
Succession Work
The people side of handing a business or a role to whoever comes next.
I planned and ran a multi-year handoff of my own Dale Carnegie franchises, so I know how it feels from the inside — the pride, the second-guessing, and the strange grief of letting go of something you built. Your attorney and your accountant will handle the paperwork. I sit with the human part.
We talk about who is ready and what they still need, how to prepare the person stepping back so they can leave well, and what you will say to employees, clients and family, in what order. Done with enough time, a transition can be the best thing a leader ever does for the people they leave behind.
Questions
Frequently asked
- How long does a typical executive coaching engagement last?
- Most one-to-one engagements run six to twelve months. That is long enough for new behaviors to hold under pressure, and short enough to keep everyone accountable to real goals. We agree on the length, the goals and the measures before we begin.
- How often do we meet, and where?
- Sessions are typically twice monthly for 60 to 90 minutes, with brief check-ins between. Clients in central Pennsylvania often meet in person; everyone else meets by video. Team sessions and retreats are on site.
- Is what I say in coaching confidential?
- Yes. The content of our conversations stays between us. When an organization sponsors the coaching, we agree up front on what gets reported — usually progress against goals and themes, never transcripts of what you said.
- Which assessments do you use, and do I have to take one?
- Servant Leader Profiling uses a battery of high-end leadership and behavioral instruments chosen for your situation, debriefed in person. Assessments are recommended for profiling engagements but are not required for one-to-one coaching.
Let's talk about the people side of your strategy.
A 20-minute intro call is the simplest place to start. No pitch — just a conversation about where your leadership is stuck and whether coaching would help.