When I say my programs are "trauma-informed," I’m referring to the evidence-based understanding that past experiences—especially overwhelming experiences of loss of control or threats to personal safety—shape how people respond under pressure.

“Trauma-informed” comes from public health and behavioral health fields. It means recognizing that stress can re-activate Protective Patterns (defensiveness, passive aggression, outbursts, people-pleasing, etc.) and being intentional about not triggering those patterns.

In my leadership coaching programs, it also means helping clients understand and resolve the effects of prolonged stress or previous traumatic events. My focus is on alleviating the lingering effects of the trauma—not on working through the details of a trauma, as a licensed counselor might.

In my conflict resolution work, "Trauma-informed" translates into how I structure every interaction.

I set clear expectations, create equal footing regardless of hierarchy, and intervene to increase safety, de-escalate tension, and help people refocus if stress reactions begin to take over.

I also model and teach simple self-regulation techniques in real time, so people can stay steady enough to think clearly, communicate directly, and reach agreements that are more likely to improve accountability and collaboration.

Please click here to learn about my conflict resolution services.

Yes.

For more than 20 years, I have worked as an executive coach and senior organizational development consultant within healthcare systems. I understand the layered authority structures, public accountability, regulatory pressure, and operational demands that shape leadership in that environment.

I also have worked with clients in education and other mission-driven, people-oriented industries. Leaders in these settings often face similar complexity, including societal expectations, political and organizational pressures, and deeply committed professionals who may avoid conflict until it becomes a persistent barrier to performance and well-being.

If you are leading in a high-complexity, public service environment and facing recurring communication breakdowns, I am happy to explore whether my programs would serve you and your organization. 

Please click here to contact me.

One reason why it's so common for executive coaches to require a 6-12 month commitment is that behavior change takes time (longer contracts also provide stability for both the client and the coach).

Some of my clients have been working with me for years, and in the process transforming their leadership communication style, their impact, and their sense of self.

Please click here to learn about my 6-12 month coaching programs.

The reason I like to offer an 8-week program is that sometimes it's all you need.

Ethically, I would not want you to invest in a longer program if you're seeking focused support to overcome a specific challenge, and if after our Discovery Call I believe I can help you meet that challenge in eight weeks.

I've also found that some clients like the way the 8-week program allows them to experience coaching without making a long-term commitment. 

Please click here to learn more about my 8-week program.

Individual coaching conversations are confidential, with the exception of standard safety limitations (e.g., expressed intent to harm oneself or others).

Periodic check-ins with your leader are optional and co-designed by us together.

I do not provide a report on your coaching goals or progress. Instead, I typically serve as a facilitator, ensuring that the meeting achieves the goals we determined in advance (e.g., you might share insights you've gained or goals you've been working toward, and your leader might share their perspective of your progress and recommend a focus for the following 3-6 months of coaching).

No.

This is trauma-informed leadership coaching focused on workplace communication and leadership performance.

Coaching conversations often include discussion of stress reactions or emotional triggers when they affect your professional goals and personal well-being. 

My role is not to limit what can be discussed, but to ensure that what is shared supports your goals related to your well-being, communication skills, leadership impact, and professional relationships.

When appropriate, I may recommend a coachee consider therapy or counseling with a licensed professional.