Business Coaching and Consulting

The right leadership style matters.

As someone with an additional master’s in business psychology and experience working with high-level individuals at Fortune 100 and global Fortune 500 companies, I am in a unique position to help with organizational issues.

My work provides coaching and consulting on leadership development, which I have also done at the government level to help people build trust with their teams, expand their skill sets, and understand different generational mindsets in the workforce and how to work effectively with them.

Mindsets change over time.

My approach to business coaching is likely to frustrate many traditional, old-school managers. I understand that a company has to make a profit. That’s why companies are in business and why I have my own private practice.

However, the mental mind shift that I am seeing even in therapy with younger individuals and my own experiences with both corporate and having a business is not going to lead to sustained growth, development, compliance, and definitely not commitment.

Significant changes must be made. Otherwise, the workplace will struggle to continue growing and will face revolving-door behavior, office politics, gossip, and other issues. You can run your company successfully, but it won’t last if you don’t have the skills to keep up with new mindsets.

Employees are essential to business success.

I’m an employee-centered leader, but I also recognize that this needs to be used responsibly.

In my experience, the amount of greed at the corporate level is a problem. That said, how do we maximize profit while ensuring your company is one people want to stay with? Even if they don’t, they would refer high-quality people to work for you, as well as rate you as a company higher on websites that ask for assessments of organizations.

Here’s how I approach business coaching.

We begin with basic planning. I need to know about you, the company, your specific goals, and your commitment to making this work. I also need to know what the priority is for this, as determined by the change champions and leadership.

After some planning, we will begin to look at realistic timelines and identify any employees who may need to be swayed into committing to this project and who have the political power to either undermine or support its success.

At this time, we will also discuss the hours I can commit to your organization while ensuring my clients are taken care of, as well as financial and payment arrangements, as this service is significantly more expensive than therapy and is not covered by insurance.

After the planning stage, we will have occasional check-ins on how the projects are going or on your relationships with your employees, to ensure you can continue working in a way that is more efficient for you and your employees, and to address anything that needs adjustment.

Effective leadership enhances business success.

A lot of clients get frustrated when I say you need to do a lot of hand-holding in the beginning, especially when people can feel that if they do it themselves, it will be done faster.

The biggest failures I saw in Fortune companies were their constant attempts to make changes that would improve things within six months. Just like in human development, business development cannot sustain changes to be made, as well as change management, organizational development, and employee buy-in, within six months realistically.

What I’ve seen is that every time that happens, there’s an immediate shift to some new idea that will fix everything right away, and the cycle never ends. If you’re trying to grow fast instead of sustainably, your business will not succeed.

The goal of my consulting and coaching is to change the way you look at your employees, the way you lead, and the best way to make changes for your organization or your leadership style that will put you in a top position, creating job security.

If you are interested in keeping your business viable, please get in touch with me today.