Is Coaching the Right Move? Let’s Find Out.
Whether you're exploring coaching for yourself or a leader on your team, you’re here for a reason. Maybe the stakes are rising. Maybe something’s not quite working. Maybe you’re just wondering if there’s a smarter way forward.
This FAQ offers clear, direct answers—so you can decide if coaching is the right move, right now.
Who I Coach—and Why it Works.
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I coach senior leaders—usually at the VP level and above—who are operating at scale, under pressure, or in transition. Many are biopharma executives navigating complexity, visibility, or high-stakes change.
Some engagements are initiated by the CPO or CEO. Others come directly from the leader. Either way, the focus is the same: accelerating leadership impact where it matters most.
If you're looking to support a broader set of leaders, I also work with a small, trusted group of coaches under my umbrella—each trained to deliver work at the same standard. They coach mid-level leaders, high-potential managers, and individual contributors who are stepping into more strategic roles.
For team coaching, I partner with a select group of specialists who focus exclusively on executive team dynamics, leadership offsites, and org-wide capability building.
If you're not sure where to start, I’ll help you assess what’s most needed—and what will move the needle fastest.
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Not at all. I work with leaders across the biopharma spectrum—from early-stage biotech to large, global pharma.
I also coach executives in tech, academia, healthcare, and adjacent industries. What they have in common: complex roles, visible pressure, and the challenge of leading across functions—not just within them.
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Most of my clients are high-performing leaders—respected, capable, and already delivering results.
But almost all of them come to coaching with something they want to shift. A persistent challenge. A blind spot. A pattern that’s limiting their impact.
Sometimes it’s about navigating tricky dynamics across the business. Sometimes it’s confidence in the room where decisions get made. Sometimes it’s knowing they’re ready for more—but not sure what that looks like yet.
Coaching helps you work through those challenges while positioning you to lead at the next level—with more clarity, influence, and traction.
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Yes—though not always directly.
I primarily coach senior executives where leadership stakes are highest. But I also partner with a trusted network of coaches and team specialists under my umbrella. They bring the same strategic focus to:
Mid-level and emerging leaders stepping into broader scope or stretch roles
Functional teams navigating complexity, influence, or visibility
Executive teams aligning at key inflection points (e.g. reorgs, offsites, culture resets)
If you’re not sure where to start, I can help you assess where targeted coaching—individual or collective—will create the greatest leverage.
Is Coaching the Right Solution.
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If you’re asking the question, you’re already doing what good leaders do—pausing to reflect before making your next move.
Coaching might be right for you if you’re navigating complex decisions, second-guessing your next step, or feeling the weight of leadership without a sounding board. Maybe you’ve outgrown your current role—or you're stepping into a bigger one and want to show up at your best.
Coaching helps you think more clearly, lead more effectively, and move forward with confidence. It’s not about fixing what’s broken—it’s about having a trusted partner to help you go further, faster, and more intentionally.
If that sounds like what you need, let’s talk.
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When what happens next depends on how you lead.
The best time to engage a coach isn’t when things are on fire. It’s when stakes are rising—new role, new visibility, new complexity—and it’s clear your leadership will shape the outcome.
That’s where coaching has the most leverage. Before narratives harden. Before small disconnects become costly ones. When there’s still time to shape the story, not just respond to it.
From a sponsor’s perspective—it’s not just about helping a leader “fix” something. It’s about investing at the inflection point, when the right support can accelerate traction, prevent costly missteps, and align leadership behavior with business priorities.
That said—some leaders come to coaching mid-stretch. A bit off-course. Underwater. Or simply ready for things to feel easier than they do right now. That’s valid too.
I don’t just coach through problems. I coach through pivots—the moments that define how a leader shows up, builds trust, and creates impact. That’s what we’re shaping—on purpose, and with real business relevance.
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That’s often the case—and it’s not a problem. In fact, it’s a strong signal that coaching is well timed.
Many leaders begin with a sense that something needs to shift:
– The role is bigger.
– The stakes are higher.
– The usual tools aren’t working as well.But the specific goal? That often crystallizes during the Reveal stage of coaching.
That’s when we explore what’s working, what’s missing, and how others experience your leadership—so we can surface fresh insight and identify the strategic shifts that will matter most. It’s not just about naming a goal upfront. It’s about building the right goal, based on the real context.
Whether the starting point is a major transition or just a hunch that something’s off, coaching helps clarify where to focus, what’s getting in the way, and how to move forward with strategic traction. We’ll build a roadmap that meets the moment—and adapts as your role continues to evolve.
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Sure. You could figure it out alone. Most of my clients probably could too. That’s not the point.
The point is: when the stakes are high and the pressure is real, even the sharpest leaders benefit from a sounding board who’s outside the org chart—and squarely focused on helping you lead with intention, traction, and impact.
Coaching isn’t about dependence. It’s about precision. Strategic clarity. Momentum when it counts.
From a sponsor’s perspective—it’s about making the most of a leader’s potential when it matters most: before credibility erodes, before energy diffuses, before the moment to lead decisively passes.
And for the leader? It’s not a sign of weakness. It’s a mark of discernment: choosing to lead on purpose rather than navigating solo through noise, pace, and pressure.
You don’t need a coach to survive it.
But if you want to shape the outcome—and grow from it—coaching accelerates the shift.
How My Coaching Works.
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My coaching isn’t one-size-fits-all, but it does follow a clear structure designed to create traction quickly.
We start by getting under the surface. That includes stakeholder interviews, 360 feedback, and sponsor alignment to clarify what success looks like—for the leader and the business. This is the Reveal phase: what’s working, what’s getting in the way, and what needs to evolve.
Then we Refine. The coaching is live and applied—shaping high-stakes conversations, building influence across the org, and strengthening decision-making patterns in real time. This is where behavior shifts start to show up in the business.
Finally, we Reinforce. We codify what’s working, build repeatable habits, and ensure progress is visible to the right people—so the value of coaching doesn’t end when the engagement does.
If you're sponsoring coaching for someone on your team, I’ll help you shape the focus, track progress, and stay aligned on outcomes—while keeping the coaching itself confidential.
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Most leaders work with me for 6 months—long enough to surface what matters, shift the way they lead, and make it stick.
If you're sponsoring coaching for someone on your team, I’ll help you shape the focus, track progress, and stay aligned on outcomes—while keeping the coaching itself confidential.
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I don’t use off-the-shelf surveys or rating tools. My 360s are built around confidential conversations with the people who know your leadership best—peers, direct reports, your manager, and trusted cross-functional stakeholders.
It’s not about scores. It’s about insight.
I listen for nuance, patterns, and what’s not being said—then synthesize it into a strategic mirror: how others experience your leadership, why that matters, and what to do with it.
This work is part of Phase 1: Reveal. And it’s often a turning point. The leaders I coach get sharper insight. Sponsors get visibility into what’s shifting. And both leave with a shared language for progress.
Clients consistently tell me it’s the most actionable, credible 360 they’ve seen—because it’s focused on what actually moves the needle.
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That depends on your goals—but here’s what typically shifts:
Leaders make faster, higher-quality decisions. They manage complex roles with less friction, lead stronger teams, and increase their influence across the business. For some, that leads to broader scope or bigger roles. For others, it’s about how they lead in the room—especially when stakes are high and priorities compete.
When coaching is company-sponsored, I align early with the executive sponsor. Together, we define goals that tie leadership growth to business outcomes—so progress is visible, not just felt.
The results aren’t formulaic. But they are measurable: sharper thinking, stronger follow-through, and leadership that drives outcomes, not just effort.
And the impact doesn’t end when the engagement does.
The Business Side of Coaching.
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I’m often brought in by a CEO, CPO, or board member to work with a key executive. In those cases, I serve two roles: confidential coach and strategic thought partner.
Most engagements include a few alignment calls—typically with the client, their manager, and me. These conversations clarify what success looks like, keep progress visible, and ensure the coaching is tied to real business priorities.
I’ll share high-level themes, not session details. That way, the sponsor stays in the loop without compromising trust. It’s a model that builds alignment, accelerates impact, and delivers ROI across the board.
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Most of my clients are sponsored by their companies. Some invest personally. Both work—it just depends on what you’re trying to solve for.
When coaching is company-sponsored, we typically set up alignment calls with the client and their manager. These conversations ensure we’re grounded in the right goals, tracking visible progress, and aligning the work with broader business priorities.
When clients self-fund, the focus often shifts to career strategy, leadership identity, or navigating transitions. You’ll have more freedom to center the coaching on what matters most to you—regardless of company context.
Either way, the key question is:
What kind of support—and ownership—will help you get the most from this investment? -
I do, selectively. Most clients work with me over several months, but I occasionally offer focused sessions when the timing and topic call for it. If you think that might be a fit, we can talk it through.
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My goal is to help leaders embed new behaviors—not create long-term dependency. By the end of our engagement, the new ways of leading should feel natural and repeatable. That’s what we focus on in the Reinforce phase.
That said, leadership isn’t static. New challenges emerge. New goals take shape. Many of my clients return for occasional sessions or structured check-ins when they want a sounding board or are navigating something high-stakes. I’ll always be a resource—but only when it’s the right move for you or your business.
Still Thinking It Through…
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That’s more common than you think. Not all coaching is created equal.
Some coaches focus on listening supportively (which has its place). I focus on helping you make visible progress—through sharper decisions, stronger influence, and clearer leadership signals.
My approach is strategic, structured, and behavior-based—and my clients often tell me it’s unlike any coaching they’ve had before.
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You don’t—not yet. That’s why we talk first.
You’re leading in a high-stakes role. You need someone who understands that complexity and can help you cut through it—not just with insight, but with a plan.
If we’re a fit, great. If not, I’ll point you to someone who is. I work with a small group of trusted coaches who share my approach and deliver the same kind of results. If I match you with someone from that group, I stay close—I manage the engagement and make sure it’s delivering what you need.
Either way, the goal is the same: real traction, not guesswork.
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For senior leaders, time and energy are your most strategic levers. Coaching helps focus both—so you're not just working harder, you're leading smarter.
For organizations, it’s one of the most effective ways to accelerate leadership growth where it matters most: in real time, under real pressure, with real outcomes.
If you're stepping into a high-stakes role, navigating complexity, or leading across the enterprise, coaching helps surface what’s getting in the way—and builds the habits and strategies to move through it.
If you’re sponsoring coaching for a leader on your team, think of it as targeted development with visible business impact. It strengthens decision-making, cross-functional influence, and enterprise leadership—while giving you insight into the progress being made.
Ask yourself:
Are we seeing the traction we need in this role?
Would sharper insight or stronger execution shift the equation?
What’s the cost of staying stuck, compared to the impact of real progress?
If that resonates, let’s talk. Coaching isn’t just support—it’s a strategic advantage.
Still have questions?
Totally fair. Coaching is a big decision—for you, your team, or your company. It’s not about finding a coach. It’s about finding the right coach, for the moment you’re in.
Feel free to email me directly or book a quick consult. I personally respond to every inquiry—because making sure it’s the right fit matters just as much to me as it does to you.