top of page


  1. What is executive coaching?

Executive coaching is a collaborative and creative process between a coach and a leader, designed to enhance leadership effectiveness and unlock potential. Through increased self-awareness and the development of new skills and behaviors, executive coaching fosters learning, growth, and broader perspectives within an organizational context. The process involves support, challenge, encouragement, and feedback, empowering leaders to excel in their roles.

    2. How does coaching differ from other leadership development programs?

Coaching sets itself apart from other leadership development programs by providing a safe, non-judgmental environment, where leaders can freely ask questions, experiment, learn, and embrace vulnerability without fear. This supportive atmosphere encourages open exploration and transformative growth, paving the way for lasting change and authentic development.

    3. Does everyone benefit from coaching?

While many individuals can benefit from coaching, it may not be the most effective intervention for everyone. Certain personal or contextual factors can hinder the formation of a productive coaching alliance. In such cases, alternative interventions such as counseling, consulting, or training may be more suitable.

Executive coaching is especially valuable for:

  1. Successful executives and high-potential employees seeking further development and leadership evolution. Coaching provides external support, objective insights, continuous feedback, and helps prevent stagnation and burnout.

  2. Emerging leaders interested in cultivating their personal leadership style. Coaching enhances self-awareness, emotional and social intelligence, cultural awareness, and addresses individual behavioral issues.

  3. Professionals in transition, such as those entering new roles, organizations, or industries. Coaching helps clarify career objectives, manage promotions, deepen self-awareness, and boost confidence.

  4. Leaders who recognize their current behavior or leadership style is not effectively serving their personal and professional goals. Coaching develops self-awareness, addresses cognitive and emotional barriers, and builds essential competencies.

    4. How to identify my unique coaching needs and goals?

Identifying your unique coaching needs and goals is an essential first step in your executive coaching journey. Here are some key steps to help you identify your coaching needs and goals, with an emphasis on how a leader can begin the process independently and then collaborate with their executive coach for further support:

After completing these first two steps independently, you can then engage your executive coach for assistance with prioritizing your needs, setting clear and trackable goals, and monitoring progress.

    1. Self-reflection: Begin by spending some time on self-reflection. Assess your strengths, weaknesses, values, and motivations. Think about what you want to achieve in your professional life and where you may need guidance or support to reach those objectives.

    2. Feedback from others: Seek input from colleagues, supervisors, and team members to gather different perspectives on your performance, leadership style, and areas for improvement. This can provide valuable insights into your blind spots and help identify development opportunities.


   5. How do I choose a right coach for me?

Selecting the right coach is crucial for a successful coaching experience. Here are some factors to consider when making your choice:

  1. Comfort and chemistry: Ensure you feel comfortable with your coach, as you will engage in deep conversations and work closely together. Consider meeting a prospective coach and having a trial session to assess the chemistry.

  2. Clarity: The coaching process, engagement structure, and pricing should be transparent. Ask your prospective coach any questions you have about these aspects.

  3. Competencies: Evaluate the coach's education, background, experience, and certification from a recognized institution. Inquire about their supervision, mentoring, and ongoing professional development.

  4. Ability to challenge: Seek a coach who can stretch and encourage transformation while providing a safe environment for experimentation and skill development.

  5. Honesty: Choose a coach who is unafraid to be honest, even when sharing difficult truths, and who asks insightful, provocative questions.

  6. Leveraging diversity: Your coach should adapt their approach, goal setting, and plans to suit your thinking, learning styles, personality traits, values, and cultural factors.

  7. Ethical conduct: Don't hesitate to ask about the ethical standards your prospective coach adheres to, ensuring they maintain high professional standards.

Read more on the topic in my blog.

       6. Is it necessary for the coach to be an expert in my field or line of work?

In the coaching process, it is assumed that the client is the expert in their field or functional area. A coach's role is not to provide specific business solutions or advice, but to offer feedback, ask thought-provoking questions, and help clients gain new perspectives and approaches. A strong, collaborative relationship with your coach is more valuable than the coach's industry knowledge. However, it can be beneficial for a coach to have a business background and organizational acumen to better understand the challenges and pressures leaders face.

      7. What can I expect from my coaching with you?

With my coaching, high-performing leaders can expect:

  • Personalized development plans tailored to their unique goals and challenges.

  • Enhanced self-awareness of their leadership style, strengths, and areas for growth.

  • Improved decision-making skills for driving strategic growth and innovation.

  • Strategies for managing stress and achieving better work-life integration.

  • Techniques for effectively communicating and influencing within the organization.

  • Insights into building and nurturing high-performing teams.

  • Tools for fostering a positive organizational culture and driving employee engagement.

  • Guidance on navigating complex challenges, such as organizational change and crisis management.

  • Support in developing and refining executive presence and personal branding.

  • Ongoing feedback and accountability to ensure progress and sustainable growth.

Through this comprehensive coaching experience, leaders will be equipped to excel in their roles and make a lasting impact on their organizations.

        8.  How often do I meet with my coach?

The frequency of our meetings is tailored to your unique situation. For initial coaching engagements, I recommend meeting at least twice a month, allowing time for reflection and skill application while sustaining momentum. For ongoing engagements, we'll collaboratively establish a schedule that best serves your needs and accommodates your calendar.

       9.  Where will our coaching sessions take place?

To ensure coaching is convenient for you, I offer multiple options for our sessions. We can meet in person at my Poughkeepsie, New York office, on-site for corporate engagements, or through virtual means such as Zoom and phone calls for remote clients and busy executives. This flexibility allows us to accommodate your preferences and schedule.

       10.  How long does a coaching engagement typically last?

The duration of my coaching engagements usually spans six months. However, some clients choose to maintain a long-term partnership to address various tasks or complete large-scale initiatives. Factors that can influence the length of an engagement include the nature of goals, the extent of change, the client's commitment and openness to change, session frequency, available financial resources, and other unique considerations.

       11.  What if I want to end my coaching engagement?

You are free to conclude our coaching partnership at any time. To ensure a smooth transition, I kindly request a two-week notice prior to termination. This allows me to prepare a final session dedicated to reviewing progress and facilitating closure. Additional terms and conditions may be outlined in our coaching agreement.

       12.  How can I maximize the benefits of coaching?

To get the most out of coaching, clients should:

  1. Be ready for change: Embrace the possibility of improvements in effectiveness, behavior, or quality of life.

  2. Accept full responsibility: Own your actions and the impact of the changes you desire.

  3. Be open: Welcome feedback, honest conversations, and view failures or setbacks as valuable learning experiences.

  4. Commit to the process: Approach coaching with seriousness and responsibility, dedicated to making meaningful progress.

       13.  How much does coaching cost?

My coaching services are competitively priced, with a flat fee set for the duration of the coaching engagement. I recommend scheduling a discovery session before beginning a coaching partnership to determine if I am the right fit for you and if we have good chemistry. I also offer a discounted rate for leaders who personally fund their coaching program.

For more information on pricing and services, please visit the Services page or feel free to contact me directly at I'll be happy to answer any questions and provide further assistance.

       14.  Referral Program

I highly value client referrals and appreciate your support in expanding our circle of trust. When you recommend my coaching services to friends or colleagues, I offer a 10% discount on the total contract for your referral and an equal refund for you as a token of my gratitude. In my Fair Share program, there's no uneasiness about being rewarded for referring a friend. If you're interested or have questions, please feel free to ask me.

bottom of page