WHAT I PROVIDE
Transformational Leadership Development & Coaching
Accelerates leadership and organizational growth. Grounded in 39 years of public-sector leadership, an ICF-approved Leadership Circle Profile certification (2025), and a coaching practice rooted in the state of Oregon's ASCENT Transformational Leadership Coaching Apprenticeship (2012).
Builds cultures of trust, inspiration, and collaboration. Draws on Stephen M.R. Covey's Speed of Trust and Trust & Inspire frameworks — trust as the multiplier that determines how fast and how well everything else works.
Strengthens inclusive, better-informed decision-making. Leaders learn to actively seek and integrate input rather than defaulting to command-and-control, extending decision quality out to the people and communities affected by it.
Unleashes others' potential. The core belief underneath the coaching: people have greatness inside them, and a leader's job is to bring it out — not manage it down.
Builds durable habits, not a one-time motivational boost. Rooted in five Performance Mindsets — Intention over Mechanism, Authenticity over Image-Making, Oneness over Detachment, Abundance over Scarcity, Power Beyond Measure over Power Within Limits — mindsets that hold up under pressure because they're internalized, not performed.
Brings a whole-person approach — not just skills, but why. Integrates IQ (how you lead), EQ (whom you're leading), and SQ (why you're leading) — SQ being the spiritual/personal core dimension, the one that truly produces lasting change.
Benefits
Outcomes
Measurable leadership behavior and culture change, tracked through 360-degree assessment data, not just self-report.
Improved organizational and team performance, and more resilient individuals, organizations, and partnerships — able to metabolize setbacks and adversity as part of growth rather than being derailed by them.
Higher-trust relationships that speed up decision-making and lower the friction cost of doing business together. High-trust teams can move fast with imprecise communication; low-trust teams move slowly even with precise communication.
A measurable shift from Reactive to Creative leadership — less Controlling, Complying, and Protecting; more Relating, Achieving, and Systems Awareness.
Leaders who move from passive presenter to confident champion — able to translate expertise into positive influence, not just information.
A workforce that identifies its own goals and pathways — clearer career and development conversations, better-matched mentoring and coaching, and a pipeline of people ready for the next role instead of scrambling to fill it.
Example Deliverables:
Coaching
• Individual and group leadership coaching — ongoing cadence, goals,expectations, virtual/in-person
• Leadership Circle® 360 Profile administration, debrief, and personal action planning
• The Trust & Inspire leadership approach — moving from command-and-control to trust-based leadership
• Group dynamics for high-performing teams — roles, expectations, reconciliation, and crucial conversations
• The 6 Performance Mindsets in group settings
• Public speaking, advocacy, working with the press — built from real project stories and lessons learned
• Mentor/coach matching and recruitment for cohort-based leadership programs
• Design and delivery of full leadership curricula for multi-month cohort programs