Burnout in high performers
The people delivering the most are often the closest to leaving, and the last to say so.
For organizations · Sponsored executive coaching
The risk is psychological.
Confidential executive coaching and leadership programs for the leaders you can’t afford to lose, from a licensed clinician who spent her first career in senior roles at Fortune 100 and Fortune 500 companies.
LMFT #140374Licensed clinician
WhartonUniversity of Pennsylvania
Fortune 500Former executive: Estée Lauder, Live Nation, iVillage
NewsweekAlso Self, Real Simple and Bustle
(01) Dashboard / Reality
Your dashboard shows the surface. I work beneath it.
In short
Corporate executive coaching is confidential, one-to-one coaching for a named leader, paid for by the organization, with goals agreed with a sponsor and the content of sessions kept private. It is used to keep critical leaders, speed up transitions and address problems before they reach the numbers.
Reality
- Top VP interviewing.
- Two leaders not speaking.
- Best operator burning out.
Drag the line, or use the arrow keysBy the time a leadership problem shows in the numbers, it has usually been building for a year.
(02) Workplace issues
What companies bring me in for.
Leadership transitions
New VPs, internal promotions, first-time leaders of leaders. The first ninety days decide whether it sticks.
Keeping critical leaders
Support for the leader you can’t afford to lose, before the resignation letter rather than after it.
Conflict and interpersonal dynamics
Friction between senior leaders, or a team that agrees in the room and splits outside it, costing more than anyone is saying out loud.
Leading through change
Reorganizations, layoffs and mergers, and the leaders who have to carry them while keeping their teams.
Presence and communication
Leaders who are brilliant in the work and less effective in the room, with the board or with their teams.
(03) Sponsorship
Clear for the sponsor. Private for the leader.
What you see
What stays private
Goals, agreed in a three-way kickoff
What is said in sessions
Attendance and schedule
Personal and health information
Progress at ninety days, in a three-way review
Any clinical referral
How the organization can help
Session notes
- Measure 01 · Kickoff
Goals in writing
Two or three behavioral goals, agreed by the leader, the sponsor and me before we start.
- Measure 02 · Start and end
Feedback, before and after
Where useful, a stakeholder 360 at both ends, so change is seen by others, not just reported.
- Measure 03 · Day 90
A defined review
What has changed, what hasn’t, and whether to continue. If it isn’t working, we stop.
(04) Programs
Three ways to work together.
3 or 6 monthsSponsored coachingfor a named leader
One-to-one, confidential, with goals agreed with the sponsor.
- Three-way kickoff and written goals
- Optional stakeholder 360
- Twice-monthly sessions
- Three-way review at ninety days
1–2 daysTeam intensivefor a senior team
A facilitated session for a leadership team working through conflict, change or a new mandate.
- Confidential interviews beforehand
- A facilitated day, on or off site
- Written summary of agreements
- Follow-up at 60 days
60–90 minutesTalks and workshopsfor leadership groups
Grounded in clinical training and real executive pressure.
- Burnout and sustainable performance
- Leading under pressure
- Leading people through change
- Tailored to your context
WhereRemote nationwide; in person in Los Angeles
PaperworkEngagement letter and NDA before we start
BillingInvoiced to the organization
BoundaryCoaching only, never therapy for your staff
Several leadersSeparate, confidential engagements for each
Read the full buyer’s guide to corporate executive coaching →
(05) Questions
What sponsors ask first.
What does the sponsor see?
The goals agreed in a three-way kickoff, attendance and schedule, progress at a ninety-day three-way review, and recommendations for how the organization can help. Never the content of sessions.
Will you tell us what our leader says?
No. What is said in sessions stays private. That is what makes coaching work, and it is agreed in writing before we start.
How do you measure progress?
Two or three behavioral goals set at the start, feedback from colleagues before and after where useful, and a defined review at ninety days.
Is this a substitute for an EAP or therapy?
No. This is coaching, not treatment. If something clinical comes up, I refer the leader outside the engagement, and that referral stays private.
Can you coach more than one leader in our company?
Yes. Each leader has a separate engagement with its own confidentiality. I do not carry messages between leaders or share what one says with another. When the issue is the relationship itself, a facilitated team intensive is the right format.
Do you work with leadership teams?
Yes, through facilitated team intensives for a senior team working through conflict, interpersonal dynamics, change or a new mandate.
How is it contracted and billed?
An engagement letter and NDA before we start, invoiced to the organization. Remote nationwide; in person in Los Angeles.
Brief me on your leaders.
A twenty-minute call to understand the situation and whether coaching is the right tool. No obligation, and nothing about a named leader is shared without their consent.
Book a sponsor call