Leadership Programs & Advisory
Building Leadership Capacity That Grows with the Business
Organizations don’t struggle because they lack talent.
They struggle when leadership capacity doesn’t keep pace with complexity, pressure, and growth.
I partner with organizations to support leaders through meaningful, sustained development — helping them lead with clarity, consistency, and grounded confidence when it matters most.
This work goes beyond one-time training or assessment. It focuses on how leaders think, decide, and show up, supported over time, so leadership behavior evolves alongside the organization.
When Organizations Engage This Work
Organizations often reach out when they are navigating:
Leadership reactivity or derailment under pressure
Burnout, disengagement, or attrition — particularly among women leaders
Inconsistent decision-making or accountability
Rapid growth, transition, or organizational change
Preparing high-potential talent for greater responsibility
Leadership teams struggling with alignment, trust, or effectiveness
These challenges are rarely skill gaps alone.
They are often alignment gaps — between values, expectations, mindset, and behavior.
How This Work Is Different
Most leadership development focuses on what leaders should do.
My work focuses on how leaders think, decide, and show up — especially under pressure.
This approach builds leadership capacity through:
Strategic self-awareness and pattern recognition
Values-based decision-making
Emotional regulation and relational impact
Leadership presence, credibility, and trust
Ongoing practice and integration over time
Real leadership change doesn’t happen in a workshop.
It happens when leaders are supported as they apply new ways of leading in real situations.
Ways Organizations Partner with Me
All leadership engagements are customized based on organizational context, goals, and readiness. Common formats include:
Leadership Development Programs
Cohort-based or team-based programs designed to build clarity, alignment, and leadership effectiveness over time.
Ideal for emerging leaders, mid-level leaders, or intact teams
Combines facilitated sessions, coaching, and real-world application
Focuses on translating insight into daily leadership behavior
Executive & Senior Leader Coaching
1:1 partnerships for leaders in high-impact or high-pressure roles.
Supports decision-making and leadership under complexity
Addresses stress patterns and derailment risks
Strengthens confidence, presence, and relational effectiveness
Leadership Team Alignment
Work with intact leadership teams to strengthen trust, communication, and shared leadership norms.
Builds a common language for leadership behavior
Surfaces patterns that limit effectiveness
Supports alignment during growth or transition
Ongoing Advisory Support
For organizations seeking a trusted leadership partner during periods of growth or evolution.
Thought partnership for senior leaders and People teams
Support during moments of change, challenge, or expansion
Flexible, responsive engagement model
Use of Assessments (Optional)
Validated assessments, such as Hogan, may be integrated when helpful to provide data-driven insight into leadership strengths, stress responses, motivators, and potential derailers.
Assessments are a starting point, not an endpoint.
They inform the work — they do not replace the human process of reflection, practice, and growth.
Many engagements are highly effective without formal assessments.
Who This Work Is Best Suited For
This work is especially effective for organizations that:
Take leadership seriously as a lever for performance and culture
Are willing to invest in development over time
Want more than surface-level training or one-off solutions
Are committed to retaining and supporting women leaders
Value thoughtful, grounded, and human leadership
What Organizations Can Expect
Organizations often see:
More consistent leadership behavior under pressure
Clearer decision-making and stronger accountability
Reduced burnout and leadership derailment
Greater trust and effectiveness within teams
Stronger retention of high-value leaders
Expanded leadership capacity as the organization grows
Every organization is different. The best place to begin is with a thoughtful conversation about what you’re navigating and what kind of leadership support would be most useful right now.
Not all leadership growth starts with a program.
Some leaders begin with a 1:1 partnership to deepen clarity, confidence, and capacity before expanding the work to their teams.