Executive Coaching
Make sense of the situation. Redefine success. Accelerate with renewed clarity.
When you're leading an organization, you're not simply observing the system—you are part of it. Your assumptions, habits, strengths, and blind spots shape the environment just as the environment shapes you. Some of those blind spots protect you. Some advance your interests. Others simply filter out what you've learned to ignore. Whatever their function, they make it harder to see the whole picture. Maybe:
Your influence has grown to the point that few are willing to challenge your thinking.
The organizational culture is limiting what's possible—or you're unconsciously limiting yourself.
You're delaying a difficult decision—sacrificing long-term gain for short-term comfort.
You have the persistent sense that something is off, but can't yet name it.
A coach brings perspective that isn't constrained by the organization's politics, history, or assumptions. Together, we identify the patterns—within yourself, between people, and across the organization—that are shaping decisions and outcomes. We clarify what success actually means, uncover what's getting in the way, and align your thinking, communication, and leadership with the goals that matter most.
The result isn’t simply better performance, it’s
greater clarity, sounder judgment, stronger relationships, and the confidence to make difficult decisions with intention.
COACHING OFFERINGS
Individual Executive Coaching
Psychodynamic Executive Coaching explores the interplay between your unconscious motivations as a leader and the psychology of the organization.
With a focus on personal growth within the professional context, we will work together to deepen your understanding of yourself and your organization to unlock your full professional potential.
Topics may include:
Identity Alignment. Which aspects of your work identity are concordant or discordant with your core identity?
Work Values. How do your unstated beliefs about how work should be done create friction between you and the organization?
Feedback Synthesis. Which aspects of the feedback you receive are inline with your view of yourself and which misaligned? With an illuminated understanding of the feedback relative to your identity, you’re empowered to decide how to integrate feedback.
Transference. Are you projecting emotions from past experiences onto present workplace relationships? Are colleagues projecting onto you? The greater your awareness about workplace transference, the more you are able to pause, process, and respond objectively.
Workplace Dynamics. Which aspects of your company’s psychology support your success and which aspects hinder it?
This process of discovery will help you more precisely identify your executive challenges and opportunities, and effective strategies for addressing them.
Co-Founder Coaching
65% of high-potential startups fail because of
co-founder conflict.*
The co-founder relationship and early-stage executive team dynamics are key indicators of success of growth-stage companies, requiring direct communication, impactful feedback, and goal alignment.
Co-founder coaching starts with two individual coaching sessions with each person, exploring privately how their personal and professional history filters their experience of the team and impacts team dynamics. The core of the work, however, happens in joint conversation. Together we’ll slow down to explore the root cause of communication challenges and identify strategies to overcome them so that the team can speed up again - more effectively.
These sessions are not about the “what” of running the business - strategy, operations, organizational design - but rather about improving the “how” of team communication and feedback in order to shore up the foundation that those pillars of the business are built upon and reinforcing the energy and passion that brought the business into being.
Each individual and the team as a whole will come away with a clearer understanding of how their own personal and professional history contributes to team dynamics, how to harness that knowledge to more effectively communicate, and how to navigate team dynamics for more effective performance as a leadership team and company.
*The Founder’s Dilemma, Noam Wasserman
Adjust the aperture to see the full picture.
WHY WORK WITH ME?
My interest in the psychology of organizations began at Stanford Graduate School of Business, where two formative courses—Interpersonal Dynamics (better known as "Touchy Feely") and Coaching Skills for Effective Leadership—fundamentally changed how I understood leadership. They showed me that organizations succeed or fail not only because of strategy or execution, but because of the quality of the relationships that sustain them.
A financial model can tell you whether a business is profitable. It cannot tell you whether a leadership team trusts one another, whether conflict is being avoided, whether people understand their roles, or whether the culture is quietly undermining the strategy. The numbers matter. So does the psychology behind them.
After Stanford, I spent years applying that insight as a management consultant and operator in venture-backed startups. I was the first business hire at a seed-stage company, built operations from the ground up, led organizational restructurings and layoffs, prepared companies for acquisition, and helped reshape culture—reducing voluntary employee turnover from 35 percent to 9 percent in a single year. Across every role, my work extended beyond operations and strategy to the human dynamics that determine whether organizations can adapt, perform, and grow. I coached executives, developed emerging leaders, and helped leadership teams navigate the uncertainty and emotional aftermath of significant organizational change.
Alongside my business career, I pursued a second discipline: depth psychology. I trained as a Licensed Psychoanalyst, studied the psychoanalytic tradition, and earned a Certificate in Coaching for Leadership from the Tavistock Institute in London, whose psychodynamic approach examines how unconscious patterns influence leadership, decision-making, and organizational life.
Today, I bring these two worlds together. My work combines the practical demands of executive leadership with a deep understanding of human psychology. I help executives and teams think more clearly, communicate more honestly, navigate complexity with greater confidence, and build organizations where both people and performance can thrive.