Certifications

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The global standard for professional coaching. My ICF credential means this practice is built on a rigorous code of ethics, hundreds of hours of real coaching, and the discipline of listening far more than I talk. 

 CliftonStrengths starts with what a person already does well. It names their top talents so a new leader can build on them, and so a team can see who brings what. I’m a Gallup Certified Strengths Coach. 

 A practical read on how people communicate, decide, and respond under pressure. DISC gives a team a fast, memorable way to understand one another and take the friction out of simply being wired differently. 

Measures EQ across two arenas — how well you read and manage yourself, and how well you read and respond to others. For a leader promoted on clinical skill, this is often the exact capacity the new role suddenly demands and no one ever taught them. 

Insights Discovery gives people a simple color language for how they prefer to think, communicate and make decisions. It helps a team name their differences without judgment and adjust when a colleague works differently. I’m a licensed practitioner. 

Hogan describes the reputation a leader carries, the values that drive them, and the tendencies that can emerge under pressure. It gives leaders a clear, research-based picture of how they show up. 

Kolbe measures how you instinctively take action — not your personality or your IQ. It surfaces the natural problem-solving styles behind team friction and helps leaders structure work to reduce it. 

 The Integrative Enneagram looks at what drives a person’s behavior, which helps a leader understand their patterns and choose how to respond. It supports coaching conversations about growth. I’m an accredited practitioner. 

Working Genius names the kind of work that gives a person energy and the kind that drains them. It gives a team a shared language for who is best at starting ideas, refining them and getting them done, and it makes hand-offs and frustration easier to talk about. I’m a certified facilitator. 

TTI's model gets at what motivates a person — the values and drivers beneath the behavior. It explains why two leaders with identical skills bring completely different energy to the same role, and it pairs naturally with DISC: DISC shows how someone acts, Driving Forces shows why.