Working Together - Information for Individuals and Organizations
How I Work Across All Engagements – 4 Fundamental Principles
1. Confidentiality beyond compliance. Most of what I learn stays in my head and is never recorded or written down.
2. No pressure. No strings. Good relationships don’t require coercion.
3. Full customization. Every engagement accounts for your specific variables and nuances. The integration approach shows how this works in practice.
4. Trust creates velocity; bad fit creates drag. I optimize for fit because everything else depends on it.
Individual High Achievers
I am a: Partner, Executive Coach, Confidante, Guru, Sherpa, Psychologist, & People Strategist
Overview:
I work with high achieving executives, founders, owners, and professionals as they navigate the rollercoaster of mountaintops and challenges that mark the trajectory of high achievers. I don’t fit cleanly into a category because I cross categories depending on what each person needs and what the situation demands.
Sometimes we are navigating a high-stakes decision with lasting consequences and deeply hard things with no easy answers. At other times, I’m simply problem-solving their sleep, talking them off a ledge, giving them esoteric knowledge from my diverse background, or validating that the lack of critical thinking drives me crazy too.
Both the work and the relationship are dynamic so that you can trust and disclose on your own terms.
Common Starting Points:
- Life – ongoing personal and professional decision points
- Optimizing everything we can get our hands on
- Navigating people
- Decisions about employees, customers, business partners, or organizations
- Peak performance, energy, sleep, and longevity
- Personal expectations of self and others
- Money – especially history vs current wealth
- Stress management and resilience
- Growth
- Artificial Intelligence – adoption, personal-organizational impact
- Mindset-Personal Defaults-Neurology
- Boundaries, selfishness, and generosity
- Personal identity and confidence apart from achievements
- Transitioning professional roles, buying, building, or selling businesses
- Choosing what is right for us after reading way too many leadership books
Structure & Cadence: The relationship is always on. We meet most weeks, with natural flex around travel and schedules. Conversations are via televideo or in-person, depending on client location and preference. Between meetings, there is a natural layer of contact: texts, emails, and follow-up calls for time-sensitive matters.
Investment – Engagements are annual rather than hourly. Most High Achievers land between 25K–50K/year. The starting amount is agreed upon in the initial call, and there are no surprises. Where clients fall within this range depends on complexity, scope, what is most important to them, and how deeply they bring me into their ecosystem. Clients can stop at any time, with no strings attached. The engagement is co-created and evolves as we grow together.
“I’d like to build a personalized business bill of rights. I’d like to gain tools/insight regarding navigating various professional and personal relationships. I’d like to deconstruct some of the ideas that I’ve held regarding my responsibilities as a leader and CEO. I’d also like a sounding board for future decisions.
For More Information, go to:
New to Executive Coaching-Advisement?
Organizational Engagement
Executive Alignment, AI Adoption, People Decisions, Growth, Cohesion, Off-sights & Retreats, M&A
Overview:
There is no template for organizational work. The most important thing is alignment on what we are trying to achieve. The next item is ensuring that we are on the same page about how to build and maintain trust. The higher the stakes and the more nuanced the situation, the more trust plays a role in the speed and effectiveness of traction. What we do together and how we do it depends on the context, culture, and the DNA of the organization. We integrate cash flow, prioritization, and system impact into the conversations. My personal fulfillment comes from the type of strategic thinking and planning that optimizes outcomes. The beauty of organizational systems is that the same interconnectivity that can create dysfunction and chaos can also be leveraged for rippled and compounding outcomes that far outweigh the effort and investment.
The System Connections Value Proposition
This is by far the highest value, but impossible to predict or promise separately. When I have visibility across and between layers, I see patterns, gaps, and, most importantly, impending train wrecks. It allows us to catch problems before they start or when they are small, making them cheaper to fix. On the upside, the context allows me to create or co-create initiatives that have a deeper, broader impact with the same amount of time and money.
Common Components of Organizational Engagements
- Executive team alignment – Facilitating clarity and cohesion to drive traction)
- Human due diligence (Both behind-the-scenes & direct assessment across high-stakes people decisions)
- AI Adoption
- Co-Founder Coaching – Partners who already trust each other but want to optimize the relationship
- Work-Oriented Team Building – focus on team-building within the work instead of as a separate activity
- Guided Dialogues that help executives or team members navigate gridlocked or incendiary issues
- Strategic retreats that reside within an annual system to maintain traction
- Meeting shadowing (Teams, M & A) – allows for a fast, efficient grasp of topics, people, and dynamics
- Succession planning & leadership transition
- Hiring, firing & promotion decisions
- Custom, non-commercial personality assessments and cognitive/intellectual profiles
- Multi-layered and cross-organizational change management
- Leadership support and development
Structure – The approach and plan are built in coordination with the key stakeholder(s). We focus on what we are trying to achieve, system constraints, and any additional factors of sensitivity, urgency, and complexity.
Investment Range – Engagements start at 5K/month and scale with scope. Discrete or specialized work — C-suite assessment, human due diligence in M&A, high-stakes decision support — is structured to fit. This is co-determined with the key stakeholder(s): once I understand what is needed, I provide options. There are no proposals, contracts, or strings. The higher the stakes and the more people involved, the more questions I ask up front. It is common for both the engagement and the investment to iterate.
Best Use of Me
Engagement with senior leadership or key stakeholders
System impact — For the time and investment involved, focusing on what will have maximum impact. I think in multiple dimensions, so system access allows me to address gaps, risk, or optimization points, achieving a spreading effect with exponential vs. node-to-node impact.
Human due diligence — Decision-making on senior roles, M&A, partnerships, high-stakes meetings where everyone focuses on their role, but no one is in the corner watching the whole room and the patterns.
AI Adoption – Intersecting the humans, tech, and company culture to support practical adoption rather than chasing answers that may be right overall but wrong for the company at hand.
“I’d like us to have a better sense of how the departments impact each other. People get along well; we just lose traction because we’re moving independently.”
Fun System Example: Org was in an industry prone to lawsuits. Traced roots to a segment of customers who were liabilities. Assessed and revamped sales materials to curtail the onboarding of those customers. Educated the sales team on flags. Suggested revamp of commission structure to address the conflict of interest that arises from avoiding the wrong customer.
Strategy & Fit Call
If the High Achiever personality and the Working Together Approach resonate with you, feel free to request a conversation. These conversations are not typical “sales” conversations; rather, they are a two-way conversation to understand what you need. The brief application will ensure that there is potential for a good fit and allow a higher value conversation.
Note: If you’ve worked with executive coaches or organizational consultants before, the fit conversation often includes understanding what that looked like. This clarity helps us identify any assumptions or questions that would impact our work together.