Your leadership journey is unique, but it doesn’t have to be lonely. Executive coaching is a partnership designed to support you in achieving the results you want while becoming the leader you were always meant to be.
Andi helped me navigate major life changes that affected my career in a big way. I grew tremendously as a person, and became far more self-aware, with her trustworthy, empathetic, and effective guidance. She helped me examine and understand my drivers and impulses more clearly—both the ones that helped make me successful and the ones that were arguably holding me back. I walked away from every session having learned something and ready to try new approaches.
– Chief Product Officer
I coach senior leaders who are looking to change their relationship with work. This might mean releasing old behaviors and reactive patterns in order to be more effective, building a company operating system that creates the right environment for meaningful work, or letting go of core beliefs that limit the fullest expression of power and purpose.
Common coaching topics that I support people with include managing key relationships, improving team dynamics (I also coach teams), shaping organizational culture, having difficult conversations, developing talent, moving through transitions (in role, seniority, career, and life), and more consistent self-care.
This work is built on a foundation of wholeness, self-compassion, and awareness. To become the leader you were always meant to be is an act of coming home to yourself, listening to the truth of who you are, and letting go of everything that you are not.
What this looks like in practice:
Whatever arises is met with awareness and compassion. Suffering comes from avoiding what we don’t want to feel or acknowledge. Ironically, the ways we avoid what we don’t want to feel usually make us feel worse.
The practice of welcoming everything, over time, increases a leader’s capacity to notice without reacting in order to benefit from the information inner experiences offer. An old belief is welcomed as a story about the world, an emotion is understood as information about what is happening in the environment, a sensation offers a clue as to how we might need to tend to ourselves.
As these experiences become more transparent, there is less stickiness to be caught up in. From this place leaders see more clearly and respond more effectively to create the results they want.
We all bring our family dynamics and old relationship patterns into work. Maybe you had a critical parent and now you can’t delegate because nothing anyone does is good enough. Or you avoid conflict because anger wasn’t safe growing up. These patterns run the show until you bring tender awareness to the ways in which they are trying to protect you.
As your patterns relax, you begin to see them for what they are—old survival strategies that no longer serve you. You begin to respond to what’s actually happening in the moment instead of what your nervous system thinks is happening based on the past. Your inner critic loses its power. The stories about who you should be fall away, and you find the ground to just be who you are.
As the practice of welcoming deepens, we begin to sense and experience our wholeness. Nothing needs to be left out because nothing is wrong with us. This doesn’t mean we share everything with everyone (that is just a lack of boundaries), but we are less reactive and more choiceful in how we respond to the world around us when we know ourselves as wholeness.
Wholeness gives you the choice of what to express and share. In a strategy meeting, you might lean into your analytical strengths. When a team member is struggling, you draw on your compassion. With a difficult stakeholder you can lean back and feel supported by a more boundaried self.
The ability to consciously choose how to show up and what to say, to respond to things as they are rather than how we think them to be, is a source of both creativity and power.
Every leadership challenge is fundamentally about relationships. Difficult team member? Relationship work. Project that’s stuck? Probably because of trust and communication between people. Your ability to influence and inspire? All relationships.
When you lead from wholeness instead of some idealized image of what a leader should be, you’ll start to realize you can get the results you want without pushing so hard. In my experience this is because when leaders are in integrity with their core values and what matters most, relationships become more authentic and real. There isn’t anything to hide or anyone to pretend to be, creating space for mutual respect, clear communication, and effective collaboration.
You can’t think your way through this work. Real change happens through the body by trying out experiments and building consistent and intentional practices.
Practice is important because we’re always practicing something! The question is, are we being intentional about it or are we practicing unconsciously? If you practice the piano while grumpy sure, you are practicing the piano. But you are also practicing being grumpy. The question we explore in coaching work is, “What am I practicing and is that in alignment with the leader I want to be?”
Experiments are a chance to test things out and see what happens. Examples of this could be to try pausing before responding to criticism instead of immediately defending yourself. You might ask three questions before sharing your opinion. Or you might practice saying “I don’t know” in a meeting instead of pretending you have all the answers. As you experiment you pay attention to what happens—how it feels in your body, how others respond, what shifts in the dynamic. From this learning you adjust and try again.
These principles, when fully embodied, transform work challenges into opportunities for both inner and outer growth. We have more access to power, awareness, and connection. Difficult conversations become opportunities for clarification and understanding rather than the punishment of judge and jury. Boundaries become a generative source of healthier relationships, and responsibility is shared more evenly.
And leadership becomes a source of creativity, meaning, and joy.
If this is our first time working together I ask for a sixth month commitment to begin. This includes 60 minute bi-weekly sessions, email and text support, 30 minute “spot” coaching as needed, and my session notes (people often share that even years after our work has ended they still find great value in the notes). Typically folks work with me for around 12 - 24 months.
I do my best to practice good data hygiene to ensure privacy and confidentiality:
I use a “pay from the heart” pricing model in my practice. This isn't “pay what you want” or a sliding scale, but rather an invitation for you to connect with your heart and find a price that feels right for the work we do together. A price that honors your commitment and mine, and one that very importantly doesn't break the bank. The suggested range I work within is $7200 to $15400 USD for a six month engagement with 60 minute bi-weekly sessions. I can invoice everything up front or bill on a quarterly or monthly cadence.
Reduced rates are available for folks in non-profits and government services, as well as a limited number of “low bono” slots for those facing financial hardship.
While credit cards can be accomodated, ACH is much preferred.
For some folks, a six month engagement isn’t what is needed.
If you have a particular issue, challenge, or opportunity you’d like coaching on, I offer a single session, two hour deep-dive on a topic of your choosing.
I’ll send you a kickoff questionairre to fill out with as much information as you can, and then we’ll meet for an in-depth coaching session. Afterwards you’ll receive a recording of the video, additional resources, and a set of action items to move forward with.
The cost is $750 - $1,250 USD for this session.