Change the behaviors. Change your business.

A little bit of everything, honestly. I've worked with individuals at Disney, Uber, Salesforce, and a lot of small and mid-sized companies across entertainment, tech, financial services, nonprofits. The industry doesn't really matter because the problems are always human.

On the individual side, I work with leaders and founders. They’re directors, VPs, and business owners who are sharp and successful, but stuck on something they can't quite figure out.

Curious if we’re a match? Book a free, 30-minute consultation with me here.

Most coaches focus on frameworks and assessments that narrow in on business and operational matters. I do, too, but I also have a doctorate in clinical psychology, which means I'm trained to figure out why people do what they do.

An executive coach might tell you to delegate and give feedback. I figure out why they aren’t already, making transformation and lasting change possible.

It starts with a free 30-minute conversation. We talk about what's going on and whether I'm the right person to help…no pitch, no ressure. If we move forward, I build something customized: assessments, behavioral work, frameworks, or a combination, fully dependent on what’s needed. For organizations, we work together for at least six months because real behavioral change takes time. For individuals and business owners, I have a three month minimum because our work is more focused and narrow.

If your team can't communicate, you have a brilliant-yet-impossible executive, people keep leaving, or your career feels stuck…those are the kinds of challenges I solve.

If you're still unsure, that's what the 30-minute consultation is for. We'll talk it through and I'll tell you straight whether this makes sense or whether you need something else entirely.

Put some time on the calendar with me here.

Leadership training often fails because it focuses on teaching new skills without addressing the underlying behaviors that created the problem. It rarely addresses why a specific leader behaves the way they do, what patterns they're repeating, or what psychological barriers prevent them from applying what they've learned. Lasting change requires understanding behavior at a deeper level, then changing the conditions around it, not just creating awareness.

Psychological safety is the belief that you can speak up, disagree, admit mistakes, or ask questions without being punished or humiliated. Teams with high psychological safety consistently outperform teams without it because they reveal problems faster, share information more freely, and take smarter risks. A psychologically safe environment is necessary for learning, creative innovation and high performance. When psychological safety breaks down, teams default to self-protection: withholding ideas, avoiding accountability, and quietly disengaging.

Employees rarely resist AI because they don't understand the technology. They resist it because they perceive it as a threat to their identity, competence, and job security. This is a psychological response which is why more training and enthusiastic internal communications rarely solve it. Effective AI adoption requires leaders to acknowledge the fear directly, create psychological safety for honest conversations about what AI means for each role, and help people move through stages of resistance toward genuine integration. Organizations that treat AI adoption as a change management and behavior problem rather than a technology rollout see significantly better results.

The most common leadership blind spots tend to involve how a leader affects the people around them rather than how they execute their own work. Patterns like failing to listen before forming an opinion, avoiding difficult conversations, not delegating effectively, and inadvertently undermining trust show up repeatedly across industries and seniority levels. What makes blind spots particularly challenging is that the leader experiencing them genuinely cannot see the pattern. They often require outside perspective through 360 assessments, direct feedback, or working with a coach to be recognized. Once identified, most leaders are motivated to change.

Most coaching certifications teach frameworks for goal-setting, accountability, and leadership skills. A coach with a psychology background takes a different approach because they're trained to understand why a leader keeps repeating a pattern, what drives resistance to change, and how interpersonal dynamics form within teams.

This matters most when an organization has already tried training or consulting and the problem persists. Those situations are almost always behavioral, and they require clinical-level pattern recognition to diagnose and resolve. The result is change that lasts because it addresses root causes, not symptoms.